Inclusion and diversity statement
At Urenco we are proud of the great skills, experience and commitment of the diverse range of people who work with us. We recognise having a diverse workplace in which different voices are heard and accepted encourages our employees to actively engage in their work environment and build strong relationships with their colleagues, resulting in higher levels of job satisfaction, productivity, staff retention and overall business success.
Our goals
In 2021, we launched our first ever global demographic and inclusion survey to better understand how we can support our workforce. We run this survey on an annual basis. Findings from the survey have established themes we need to address and we have used this feedback to underpin Urenco’s robust Inclusion & Diversity (I&D) strategy and goals for 2022-2025.
In summary we will:
Improving our gender balance
Improving the gender mix within the business is a priority for Urenco and we have updated our goals linked to retention, inclusion, development (including training), succession planning and recruitment. Our Gender Pay Gap Report not only provides our gender pay gap data for our UK legal entities, but also sets out our annual targets and progress against the global goals we have set ourselves to increase diversity in our workforce.
You can see all of the reports on our dedicated page.
Championing I&D
Urenco is committed to creating an inclusive and diverse workforce which is vital for our continued success in meeting the world’s demand for sustainable energy. We have Culture I&D Champions in place across the organisation, with a lead champion for each location, and we are committed to providing regular I&D awareness training to all employees. Our annual I&D calendar encourages conversations on thought-provoking topics, helping to increase awareness and understanding so we can learn together with the aim of minimising any stigma and accepting that we’re all different.
We run global guest speaker sessions, listening sessions with our executive sponsor for I&D, lively roundtable discussions, and share stories and experiences on our staff intranet to engage our employees on important issues. We also have a global peer to peer groups encouraging further I&D discussions. We hold an annual global I&D conference showcasing speeches from I&D experts in leading external organisations, and recognise and celebrate important I&D work carried out across all of our sites and locations.
Our employee networks
We expanded our global employee network groups, which now include the Women’s Network, Carer’s Network, Pride at Urenco, Young Person’s Network, Neurodiversity Support Network, Ethnic Diversity Employee Network and Safe Network. Each group acts as a support mechanism for all employees, which aims to raise awareness of potential issues, improve the working environment and boost employee morale.
Scroll through the slider below to find out about each network or watch our 'Why I Belong' video to hear from network members.
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Carer's Network
Our Carer's Network aims to complement the existing support that is in place throughout Urenco. An informal network for all carers, it provides a safe place to talk and share experiences, resources and knowledge. The power of being listened to cannot be underestimated, especially when facing challenges as a carer.
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Ethnic Diversity Employee Network
The Ethnic Diversity Employee Network (EDEN) is a platform which advocates for the welfare of ethnically diverse colleagues at Urenco. The network aims to champion the cultural diversity within the company by celebrating key events, including Black History Month, Ramadan and Diwali. The group hopes to nurture meaningful connections in ways that will foster a strong sense of belonging, ultimately making Urenco a more inclusive place to work.
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Neurodiversity Support Network
The Neurodiversity Support Network creates a positive and welcoming forum for discussion, sharing concerns, experiences, ideas and opportunities. They seek to raise awareness around the challenges faced by neurodiverse people in the workplace and champion tools and solutions to improve accessibility and productivity. This includes tools such as the Recite Me accessibility toolbar, which you can see on the top right hand side of all our website pages.
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Pride at Urenco
The Pride at Urenco Network is an informal network for members of the LGBTQ+ community and allies at Urenco. In 2022 this network introduced rainbow lanyards for all employees to wear and show support of the Pride at Urenco network. Its core organising team is made of representatives from all offices and sites, who work to raise awareness of key dates and issues internally as well as working with external LGBTQ+ networks to learn best practice and support a more inclusive and diverse nuclear industry.
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Women's Network
Our Women’s Network aims to help women, their colleagues and the business to succeed through networking, mentoring and knowledge sharing. By providing a safe space to raise awareness of issues, share experiences, receive advice and inspiration from role models, the group represents women at Urenco and acts as a support mechanism that can help to improve the working environment and boost employee confidence.
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Young Person's Network
Urenco's Young Persons Network (YPN) is a group-wide support network for early-career employees, young professionals, and the much needed supporters of this talented group. This is a fantastic opportunity for early-career employees to broaden their network and knowledge of Urenco and the wider nuclear industry. The network has an internal and external focus, looking to drive activities within Urenco, but also expanding wider to other organisations such as the Nuclear Institute’s Young Generation Network in the UK.
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Safe Network
This is an employee network for any current or former military/emergency services colleagues, a shared space to support and help those who might be transitioning to civilian life, struggling with their mental or physical health, or just need a place to talk to likeminded people.
Our I&D partners
We recognise that the journey to a truly diverse workplace starts far before the point employees walk through our doors. That is why we have many initiatives and partners that aim to increase the accessibility of the nuclear industry to those who are typically underrepresented. Through our Richie education programme, we aim to encourage both boys and girls to consider Science Technology Engineering and Maths (STEM) careers.
In addition to our own efforts, we also support several companies and initiatives that aim to improve the accessibility of education and careers in the nuclear industry for women and other underrepresented groups.