Our iDeal brings this commitment to life, setting out the support and encouragement that the firm provides and ensuring that our people know exactly where they stand and why they belong here. Attracting, retaining and developing a talented and diverse workforce is an essential part of our strategy and key to our ability to provide our clients with the best possible service. As well as providing positive opportunities, we encourage individuals to develop their full potential. We recognise the fundamental importance of diversity and inclusion and a proactive approach to wellbeing in the workplace. We support initiatives that provide fair pay; insisting that all staff employed directly or indirectly by us receive the Living Wage as a minimum.
Getting this right has helped us build a highly talented, motivated and engaged team – illustrated by our low turnover rates and employee net promoter score of 36 (year to September 2018).
Diversity & Inclusion
Delivering better outcomes for our clients is what gets us up in the morning. We love solving problems and have definitely found that two heads (or more) are always better than one when it comes to finding the best answer. Diversity is the key. Combining different perspectives, styles, experience and skills are the magic ingredients. We are committed to ensure that everyone working with or for Hymans Robertson is treated fairly and equally and has the same opportunities. This commitment is set out in full in our Diversity and Inclusion policy.
One area of our focus has been gender. Like many businesses across the UK, we found women were under-represented at a senior level in the firm. We worked hard to improve this gender balance through reciprocal mentoring, flexible working practices, technology to support agile working and support for those returning from parental leave. We are pleased to report that women now represent more than 35% of our partners. Our work is far from finished however, and we continue to challenge unconscious bias and out-dated perceptions of work and career paths to increase the number of women progressing to the top level in our firm. You can find out more about how we are tackling the gender pay gap here.
However gender is just one aspect of diversity. Unconscious bias is diversity’s biggest enemy, and we make good use of our growing understanding of this to make Hymans Robertson an inclusive work place for all. Other initiatives currently underway include projects to increase the ethnic and social diversity of our job applicants, the roll-out of a suite of family-friendly measures, our participation in the ENEI’s ‘Disability Confident’ programme and measures to ensure that our employment offering and work environment speak to the LGBT+ communities in a compelling and engaging way.
To ensure that every voice is heard, our Diversity & Inclusion group, comprising individuals from across the firm, seeks feedback and ideas from all areas of the business on a regular basis. The group discusses topical issues, shares knowledge and experience and makes recommendations to senior management. Diversity & Inclusion initiatives, often driven by this group are supported across the firm by regular training and ‘Diversity Dialogues’ with external speakers.
Unconscious bias is diversity’s biggest enemy, and we make good use of our growing understanding of this to make Hymans Robertson an inclusive work place for all.
Whether you’re already a committed volunteer or wondering how to get involved, at Hymans Robertson we actively support and encourage everyone in the firm to take part in a wide range of charitable activity. At the very heart of this is supporting them in their commitments to give back to the communities we live and work in.
Each employee is entitled to take up to 21 hours volunteering leave per year. In 2018-19, our people contributed over 2,200 hours to supporting charities across the UK. Our volunteers can choose to work with their own favourite charity or community organisation, or participate in team opportunities coordinated by our (volunteer-run) ‘Helping Hands’ teams in each of our offices.
In 2018 we changed our approach with the introduction of a very ambitious target of 5,000 hours of volunteering each year. We are delighted to have achieved 45% of this target in its first year; and doubled the amount of volunteering hours given in the previous period.
You can read some of the highlights of 2018/19 in our CSR Report.
Committed to paying a living wage
Hymans Robertson LLP is committed to ensuring that all directly employed and contracted staff receive fair remuneration for the job they perform. This is demonstrated through our commitment to pay all staff the Living Wage. This voluntary commitment requires all staff, whether employed directly, as contractors or through our subcontractors, to receive as a minimum the appropriate Living Wage rate, set each year by the Living Wage Foundation. These rates are based on research and reflect the levels of income required to meet a socially acceptable minimum standard of living.
The policies we have in place and our anti-slavery statement, reflect our commitment to acting ethically and with integrity in all our business relationships and to implementing and enforcing effective systems and controls to ensure slavery and human trafficking is not taking place anywhere in our business or supply chains.