DEI Policy

“For to be free is not merely to cast off one’s chains, but to live in a way that respects and enhances the freedom of others” Nelson Mandela

Policy

The MBS Group strongly believes that diversity, equity and inclusion are each vital guiding principles of our business and we are committed to promoting these values internally and externally. We aim for our team to be truly representative of all sections of society, and for each employee to feel respected, empowered, and able to give their best at work and beyond. It is also hugely important that we ensure prospective candidates feel the same. We actively seek out clients who embrace these values – and seek to encourage and enable clients along their own DEI journey.

We know that organisations will deliver better performance when diverse voices are heard and where individuals feel they belong. Similarly, reducing bias and barriers to development will significantly expand any employee’s productivity and level of contribution. Furthermore, a diverse team allows businesses to tackle challenges collaboratively and strengthen individuality and different perspectives. Therefore, we believe that DEI should be embedded within all our policies, practices, and training. This is as much true for us, as it is for our clients. We commit to providing long and shortlists that are representative of the society of that geography – balanced across all diversity criteria.

Commitments

To promote equality of opportunity for everyone

To aim to create a team at MBS that is representative of our society

To value all our colleagues for their contribution

To celebrate diversity in all aspects of our business.

To create a genuinely inclusive workplace, where we embrace the similarities and differences of all our colleagues.

To challenge clients on the diversity of their board and leadership teams and partner with them to develop strategies to improve the diversity of their team

To work closely with our clients to ensure that diversity is a desired and understood imperative, and not just a tick box exercise.

To advise on inclusion so that talent is nurtured and supported, and diverse hires flourish.

In terms of social mobility, when we hire externally, we will work hard to hire on potential.

“What gets measured, gets changed”: We will collect, analyse and share internal data on Diversity. This will include: diversity data on applicants for roles vs successful hires and length of time to promotion by gender / ethnicity

Steps Taken

As a result of 30 years of ongoing dedication to diversity and inclusion, in 2021 our Diversity, Equity and Inclusion Horizon was formed. This focus group is made up of employees across all areas of the business and spans all levels of seniority; individuals who believe that all colleagues should experience equality, fairness, and dignity at work, and who are working to ensure that we actively improve in all areas of inclusion, diversity, equity and access.

We have made our career progression path within MBS transparent.

We have provided regular internal training on inclusion

We are proud supporters of the 10,000 Black Interns project can we mention the search?

As part of our history in championing the DEI agenda, we maintain active partnerships with a number of organisations to produce reports which aim to remove boundaries in the various sectors in which we operate. View our MBS Intelligence page for our latest articles and reports.