How uninspiring would it be if we employed people who all fitted into a cookie-cutter profile? So, we strive for a diverse and inclusive work environment where co-workers feel valued and recognised for their uniqueness and where inclusiveness is a reflex, not an initiative. Our aim is for Kent to be a place where people can thrive just being themselves. Where there is a common sense of belonging that transcends any role, business unit, language or country. We know through experience that different ideas, perspectives and backgrounds create a stronger and more creative work environment that delivers better results.
Bringing our world the energy it needs in the most responsible way ever imagined, requires a team united both by exceptional talent and the ability to recognise and reflect the needs of the society we serve.
Our vision is that Kent is an embassy – no matter where in the world we are operating, our values apply, and our people can be themselves at work, with fair and equal access to opportunities, free from bias and discrimination.
We choose not to set tokenistic diversity targets as part of our strategy, conscious that we want to focus long-term on creating an inclusive culture where diversity thrives as an outcome of our work. We will track and measure progress on diversity measures, and will communicate on our progress against this strategy.
Our first year as Kent has been about establishing a global baseline for Inclusion & Belonging. We have appointed Karen Blanc as our Global Director of Inclusion and Belonging and built a global community of I&B Changemakers. Together they have prepared and launched our strategy and policy, and established a culture of allyship, kindness, curiosity and everyday inclusion.
Throughout 2023, we are committed to:-
Bringing our world the energy it needs in the most responsible way ever imagined, requires a team united both by exceptional talent and the ability to recognise and reflect the needs of the society we serve. Engineering in the UK has a gender representation gap, and we want to be part of the solution.
Engineering is a rewarding career choice, and we’re committed to retaining, supporting and developing our talented people of all identities, and digging in to identify and address any hidden barriers in the ways we do this. In this report, we share the results of our first gender pay gap analysis for the new organisation, Kent Energies UK Ltd. We confirm that this information and data is accurate as of the snapshot date of 5th April 2022.
Acknowledging the past and fostering understanding and respect between Aboriginal and Torres Strait Islander peoples and the wider Australian community is part of our Sustainability. by Kent's commitment to lifting communities and thriving on inclusivity.
Reconciliation Australia has officially accredited our first Reconciliation Action Plan (RAP), and we are now proud members of the RAP network. Our RAP represents our journey towards reconciliation with Aboriginal and Torres Strait Islander communities and our commitment to making a positive impact through employment, education, empowerment and economic development.