ED&I Targets and Commitments

Integrate equity, diversity and inclusion into core organisational structure, policies and practices to promote equitable advancement, retention and reward:

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  By 2023, 50 high potential employees from under-represented groups will be sponsored for advancement
• By 2025, in each region, Tate & Lyle will achieve parity in attrition rates and employee engagement scores on equity, diversity and inclusion questions between minority and majority groups

Ensure the diversity of the workforce reflects the local communities the business serves:

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  By 2025, the business will achieve gender parity in leadership and management roles
• By 2030, teams at all levels will be representative of their local communities

Educate all to achieve the equity, diversity and inclusion competence needed to create and sustain an inclusive culture:

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  By 2022, 10% of Employee Resource Group (ERG) leaders’ paid time will be spent on ERG work
• By 2025, employees, managers and leadership will spend 10, 15 and 20 hours each respectively on equity, diversity, and inclusion training

Listen to, speak to and serve society by delivering progress on equity, diversity and inclusion for and with Tate and Lyle’s customers, communities and suppliers:

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  By 2030, employees will have spent 50,000 hours volunteering for projects aligned with our purpose and the UN SDGs, with an ambition to reach 20,000 hours by 2025
• By 2030, we will expand our spend with diverse suppliers globally, with interim goals achieved for North America supplier diversity by 2027