COMMITMENT

Our ambition is to work together as a collective to drive positive and meaningful change within the organization. We want every Proximite, from our Board to the newest Associate Consultant, to be part of our journey and champion inclusion within Proxima.

COMMITMENT

GOVERNANCE

GOVERNANCE COMMITTEE

Our Diversity, Equity, and Inclusion Governance Committee is formed of nominated representatives from our GEN and CORE committees, a member of our UK and US HR teams, and a Board sponsor. This group meets monthly to help drive and facilitate GEN and CORE events, discuss updates and progress towards the framework initiatives, and discuss the implementation of future initiatives.

BOARD REVIEW

As well as having a board sponsor on the Governance Committee, Diversity, Equity, and Inclusion Framework progress and updates are regularly provided to the Board with a bi-annual update at the June and December Board meetings. At this review, progress is shown against current initiatives and new initiatives are reviewed and signed off.

GENDER PAY GAP

The Gender Pay Gap (GPG) shows the difference between the average earnings of all men and women within an organization and is used to highlight the overall disparity between the pay women and men receive in the workplace.

We believe, like many others, that reporting on our GPG will act as a catalyst for change and aligns to our core principles of promoting transparency and accountability. We are keen to ensure that we have gender equality in the workplace and will continue our work to eliminate any bias or elements of discriminatory practices. The goal being that all employees have equal opportunities for growth and receive fair compensation, regardless of their gender.

At Proxima we have not yet met the headcount reporting threshold required by the UK government; however, we feel it is important that as an organization, we are open and transparent with our numbers across Proxima globally. In 2023, we reported on our GPG for the first time, and will continue to do so year on year to hold ourselves to account to narrow the gap and aim to drive progress year on year.

PULSE SURVEY

In October each year, we run an employee-wide engagement survey, known as the Pulse Survey, to capture anonymous feedback across the organization. As part of this survey we collate feedback on Proximites perception of diversity within Proxima, including the inclusivity of the culture, management commitment to driving progress, and implementation of a zero-tolerance discrimination policy.

In addition, we ask individuals who feel comfortable to do so, to self-identity their gender, race, sexual orientation, and religion so that we can review the answers to the survey and review any skews in data impacting a particular group. The results of the survey are presented back to all staff in November of that year.

ANNUAL COMMITTEE SURVEY

Each year, we run an all-committees survey, inclusive of GEN and CORE, to gain anonymous feedback on the committee’s agendas and events of the prior 12 months and help set the new agenda. This feedback is vital to ensuring the committees are focusing on relevant and engaging topics.

ALL STAFF UPDATES

At Proxima, all staff updates are provided at least twice a year in January and September to update on progress towards the Diversity, Equity, and Inclusion framework, remind individuals how they can get involved in initiatives, and thank the committees for the work they have carried out in the year to date.

These updates are important for ensuring transparency within the organization on progress against the framework and to hold the Governance Committee accountable for moving the agenda forward.

All Staff Conferences

EXTERNAL PROMOTION OF DEI

PROXIMA WITH PURPOSE

As detailed at the start of this framework, Proxima with Purpose ensures we operate in a way that positively and responsibly impacts society, the economy, and the environment.

As part of this commitment, we are actively championing 3 UN Sustainable Development Goals - Goal 3: Good Health and Wellbeing, Goal 4: Quality Education, and Goal 5: Gender Equality.

OUR WEBSITE

To foster an inclusive culture for current and future Proximites, we celebrate and promote the inclusion initiatives being undertaken by Proxima, and our website is updated regularly.

We actively highlight and share information on GEN and CORE, the variety of educational events being held, and showcase some of our key policies such as our enhanced family leave and flexible, hybrid working model.

WOMEN IN PROCUREMENT

We are passionate about supporting women’s careers in procurement, giving them the opportunities and confidence to grow in the business and achieve their potential. To celebrate our female colleagues, we frequently spotlight the achievements of the inspiring women in the business, across a range of teams and seniorities and post their achievements through a #WomenInProcurement series on our website and LinkedIn.