Our plan for an inclusive, equitable and healthy future for all 2022 2025
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Our plan for an inclusive, equitable and healthy future for all
2022 – 2025
Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 01
We’re all diverse. Everyone is Included…
Welcome!
We all have a story. When all our colleagues can be
themselves and achieve their full
potential, we’re better able to create
We’re all included. the more efficient, safer and sustainable
world that we all aspire to have.
Everyone is Included is our plan to build inclusive
and equitable workplaces as well as the culture
that will make this possible.
Within our plan, we have ten Group Inclusion
Commitments. These Commitments apply to
everyone who works in our Group and are our way
to make a positive difference to the lives of all our
colleagues around the world.
Inclusion is a team effort. By living our values and
being our authentic selves, we can all make our
Contents difference for each other – together and every day.
Introduction: Purposeful inclusion 02 This is a journey that will develop and grow
Our inclusion journey so far 04 in the years ahead. We’ll add to it over time.
Why inclusion matters 05 We’ll celebrate our successes and we’ll learn
to our colleagues from things that don’t quite go to plan. We’ll share
How we developed 07 our experience and make progress along the way.
Everyone is Included We’ll become even more inclusive and we’ll do
The principles behind our plan 08 it together.
Our inclusion maturity journey 09 This is a journey to benefit our colleagues,
The next stage of our inclusion journey: 10 our businesses, our customers, our suppliers,
Everyone is Included the communities we’re part of and everyone
Our Inclusion Plan 11 who works with us.
Our inclusion themes 13 It’s a journey in which everyone is included.
Our Group Inclusion Commitments 17
A culture based on values 30
Nick Anderson
Group Chief Executive, Spirax-Sarco Engineering
Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 02
Introduction: Purposeful inclusion
Every day, our colleagues are working Inclusion is present in all of this. It runs through every And they create the conditions in which a diversity
one of our values. It’s central to the promises we make of people can truly thrive, with the advantages that
to engineer a more efficient, safer and
to our colleagues. It’s critical to achieving our purpose. a wide variety of skills, experiences, thinking and
sustainable world. It’s a shared purpose perspectives bring.
For us, inclusive cultures are ones where everyone
across our Group and a big task – feels safe, welcome, valued, able to be themselves An inclusive culture benefits individuals, contributes
one that’s vital to people and our planet. and achieve their full potential. to the success of our business, and improves the
They have a focus on equity – which means fair world around us – this is exactly what our purpose
Our strategy and business model help us to achieve
treatment for everyone, by recognising the unique sets out to do.
our purpose. They provide direction and focus. Part of
this is our Group sustainability strategy, One Planet: challenges different people face and supporting them That’s why we created Everyone is Included.
Engineering with Purpose. That focuses on the wellbeing to help them succeed. We’re committed to empowering an inclusive and
of our planet and the communities we are part of. Inclusive cultures prioritise wellbeing, whether that’s equitable working culture where all our colleagues
physical, mental, emotional, financial, spiritual or another can be themselves and achieve their full potential.
Achieving our purpose also depends on our culture
– what we do in our workplaces and how we operate. aspect of wellbeing. It’s conscious inclusion and it’s purposeful in
For us, that includes our shared values. These guide all respects.
our decisions and behaviours wherever we work in
the world.
As part of this culture based on values, we promise “When our colleagues can be
our colleagues challenging work with real impact and
the chance for development every day. That’s best themselves at work, they can
achieved in supportive teams with strong relationships. achieve their best, and when
It’s those types of teams and relationships that
enable us to better understand and help each other.
we all understand more about
They allow us to learn and grow. They empower us each other, we can better support
to be our best, authentic selves. everyone on life’s challenges.
This thinking, and the passion
our colleagues have for inclusion,
is just one reason why I’m
very proud to be part of the
Spirax-Sarco Engineering Group.”
Darren Towers
Head of Inclusion, Equity and Wellbeing
Spirax-Sarco Engineering
Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 03
“A focus on inclusion means
everyone has the chance to be
a success at work. It means we
are a great place to work for
talented people around the world.
It makes us even better able to
support our customers and make
a difference in the communities
we are part of. It’s something that
we can champion wherever we
are in the world. We all have a role
to play.”
Teeny Parwongphol
Regional General Manager, South East Asia
Steam Specialties
has a role to play
Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 04
Our inclusion journey so far
Our focus on inclusion has evolved over the years as we’ve developed 2021
and grown. Reflecting on where we’ve come from and what we’ve achieved so • Launched global Working Families Forum,
Watson-Marlow Disability Forum and Steam
far has been a key part of developing Everyone is Included and as we broaden Specialties EMEA LGBTQ+ & Friends Network
and deepen our focus. • Joined the Business Disability Forum
and Stonewall
Highlights from our story so far: • Became one of the first 100 signatories
to the Change the Race Ratio campaign
• Signed the Race at Work Charter
• Launched a global Wellbeing
2017 Toolkit in 17 languages
• Established a Mental Health
• First Group-wide
First Aiders Network
Diversity and
Inclusion policy
2019 • Embedded diversity demographic
• Board establishes Employee questions in global Employee
• First global Employee Engagement Committee to Engagement Survey
Engagement Survey directly engage colleagues
• Created first global Inclusion Plan
• Gender pay gap reporting in focus groups
and Group Inclusion Commitments
started in the UK
2016 2018 2022
• Marked International • Global graduate • Launch of Everyone is Included…
Women in Engineering programme sets and achieves and our journey continues
Day for the first time target of 50% female intake
across our Group – • Women’s global
becomes an annual Executive Mentoring
celebration Programme launched
• Group-wide values
refreshed with inclusion
as an embedded theme
2020
• Launch of Women’s Career and • Black History Month
Personal Development Network marked in UK
• Global Employee Assistance • Achieved and exceeded Parker
Programme launches Review and Hampton Alexander
• Group-wide celebration of Review targets on ethnic and
International Women’s Day gender diversity of Board
• Online training on diversity, • Appointed Head of Inclusion,
inclusion, unconscious bias Equity and Wellbeing
launched on the Academy
Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 05
Why inclusion matters to our colleagues
We’re all unique and we all have different perspectives and experiences. So, when we
developed Everyone is Included, we talked to colleagues to understand why inclusion
matters to them. We all agree that an inclusive and equitable working culture,
where wellbeing and mental health are also prioritised, is good news for everyone.
Inclusion means Inclusion means Inclusion means Inclusion means
doing the right thing valuing difference empowering us creating
for colleagues as a strength to be our best opportunity and
The physical and psychological Our colleagues make our In truly inclusive and equitable positive change
safety and wellbeing of our difference – and their difference working cultures, we can be
Doing business responsibly is
colleagues is our highest priority. is our strength. Diverse ourselves and achieve our best.
good news for our business
Treating colleagues fairly and talent brings different skills, This type of culture unlocks
performance – and for
with respect is always the experiences and thinking to energy, creativity, potential and
customers, suppliers and
right thing to do. This applies help us achieve more. Proudly performance. Understanding the
investors. Appreciating the
to customers, suppliers, the celebrating our diversity together uniqueness of our colleagues,
uniqueness of those we work
communities around us and builds understanding and trust. as well as looking out for each
with means we can build
everyone we work with too. It creates supportive teams and other’s wellbeing, means we can
lasting and more meaningful
strong relationships that help us help others to be their best too.
relationships. Collaborating
through tough times and enable
with partners means we can
us to develop every day.
be a more effective advocate
of positive change in the
communities we are part of.
Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 06
“An inclusive culture is one where
people talk to each other openly
and collaboratively, celebrating their
diversity and enjoying the unique
company of others. It’s a culture
we can all build. Not because we’re
told to, but because we want to.
We figure it out together.”
Steve Lavargna
Regional Director, Americas, Watson-Marlow
is unique
Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 07
How we developed Everyone is Included
Developing our plan helped us to better understand the diversity of our colleagues “Sustainability and
and their different perspectives on inclusion. We looked at trends in the world inclusion are linked.
around us and how we could respond. We collaboratively shaped a plan that started For a sustainable world,
new conversations and will start many more. The process helped all of us to learn
we need inclusive
more. It encouraged colleagues to start thinking about what inclusion means in
their part of our Group. workplaces and societies
where health and
wellbeing are prioritised.
1 2 3 4
To achieve equity and
Initial research Initial output Testing our thinking Draft Inclusion Plan opportunities for all,
(from December 2020) (early 2021) We tested that output with (mid 2021) we need a healthy
our Board, Group Executive
We started with conversations
with senior leaders and by
We used our initial research
to review where we were Committee, leadership teams
We used everything we
had learnt so far to produce
planet on which we all
researching our context for doing well and where we around our businesses
and through discussions
a draft Inclusion Plan and can thrive.”
inclusion, including social could improve; how our values to identify policy areas
trends, maturity models, support inclusion; why inclusion at internal conferences, where we could make
customer good practice, matters to colleagues, and team meetings and events. a positive difference to the Sarah Peers
environmental and social what we could do in the year lives of our colleagues. Group Head of Sustainability
governance practice ahead to develop our plan Spirax-Sarco Engineering
and more. whilst also progressing the
depth and breadth of what
we were doing already.
8 7 6 5
Sharing our plan Final Inclusion Plan Refining our plan Consultation on
(February 2022) (November 2021) We refined the plan our draft plan
We shared our plan with Our final plan set out context based on the conversations We shared the draft plan
colleagues and the world for inclusion, a maturity model, we’d had, input from colleague with colleagues, listening
around us in early 2022. ‘plan-on-a-page’, new Group networks (like our Women’s to their thoughts, priorities,
It’s the start of the next Inclusion Commitments, external Network) and webinars, and hopes and challenges –
chapter of our inclusion partnerships and a set of values- new insight from our global and we started to embed the
journey and will continue to based everyday behaviours. We Employee Engagement Survey, emerging themes of the plan
evolve in the years ahead. pre-launched it at our Group Wellbeing Survey and Hybrid in business strategies and our
Leadership Conference. Working Survey. new leadership framework.
Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 08
The principles behind our plan
In developing Everyone is Included we were guided by some key principles. “Bringing different backgrounds,
insights, experiences and skills
together means that teams, and the
Focus on inclusion …so the culture we create
cognitive diversity they bring, deliver
is for everyone and we create
and equity… far better outcomes for the team
the conditions to sustainably
accelerate diversity. and for the business.”
Nimesh Patel
Group Chief Financial Officer
Spirax-Sarco Engineering
Set global direction …so we have a common
understanding and approach
and empower local
and we drive positive change
ownership… within the local context.
Be authentic …so we deliver consistently
in line with our values and
and credible…
embed inclusion naturally in
communications, engagement,
activities and behaviours.
Prioritise our …so this becomes the way we
do business and we focus where
approach and
we can make a real difference.
embed this in
business strategy…
Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 09
Our inclusion maturity journey
Organisations typically go through to generate business and to positively change the embedded inclusion and empowered our colleagues
world they are part of – whether that’s locally, nationally, to take action on it, wherever they work in the world.
a maturity journey on inclusion.
regionally or globally. It’s a long and complicated journey (never quite a
They might start by taking no interest in inclusion and We believe that we are at a transition point in our journey straight line or as neat as a diagram) – and it’s one
failing to see the benefits it has. They usually progress – we’re moving from focusing on diversity programmes we’re fully committed to.
to taking action on diversity, embedding inclusion in to a culture of inclusion and equity championed by our
culture and, ultimately, using their expertise on inclusion leaders and, towards 2025, a culture where we have
Where we want to
Level 6:
get to by 2025.
Level 5: Global
Where we think Empowerment leadership
and embedding advantage
we are now.
Level 4:
Level 3:
Leader-led culture
Level 2: Diversity
programmes equity culture
Equality and
compliance focus
Level 1: focus
Disengaged Transition point
“This has “What do we “This is the right “We value difference “This is part of “This is what we are
nothing to do with have to do to stay thing to do for and actively include our DNA and how known for and how
our business.” out of trouble?” our people.” each other.” we do business.” we drive business.”
Risk and compliance focus Values-only focus Values, people and commercial opportunities focusSpirax-Sarco Engineering | Inclusion Plan 2022 – 2025 10 The next stage of our inclusion journey
Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 11
Our Inclusion Plan
Everyone is Included is our plan for Our Inclusion Plan structure
an inclusive, equitable and healthy Our goal
future for all.
Its goal is to empower an inclusive and equitable
To empower an inclusive and equitable working culture where all our colleagues can be
working culture where all our colleagues can
themselves and achieve their full potential.
be themselves and achieve their full potential.
We’ll do this through a focus on four themes:
Inclusive behaviours, inclusive leadership, inclusive
processes and inclusive partnerships. To help us Where we will initially focus
get started, we’ve identified some key actions
under each theme. We’ll add to these over time,
creating specific targets where they don’t already
exist and further building our insight.
As part of our plan, we’ve developed our
Group Inclusion Commitments. These are new
global minimum standards on inclusion that apply
across all of our businesses. We’ve also created simple Inclusive Inclusive Inclusive Inclusive
everyday behaviours, aligned to our values, as actions behaviours leadership processes partnerships
we can all take, every day, to make our difference on
How we will make our difference for colleagues
inclusion, equity and wellbeing.
Our plan forms part of the ‘responsible business
foundations’ of our One Planet Sustainability Group Inclusion Commitments
Strategy and supports our commitments to the
United Nations Sustainable Development Goals.
Supporting our commitment to the United Nations Sustainable Development GoalsSpirax-Sarco Engineering | Inclusion Plan 2022 – 2025 12
“Inclusion is the key
to creating a working
culture that drives
fairness and diversity,
where everyone is
empowered to realise
their full potential and
where we can achieve
breakthrough growth.”
Jacky Chan
Regional Managing Director, APAC
Watson-Marlow
is empoweredSpirax-Sarco Engineering | Inclusion Plan 2022 – 2025 13
Our inclusion themes
Inclusive behaviours
To help achieve this, we will: How we will know if we’re succeeding
• Expand our existing colleague networks • We will measure our progress through membership
Our goal
(Disability, LGBTQ+, Women, Working Families, of, and engagement with, our colleague networks
We will create environments Mental Health First Aiders) and establish a and completion of relevant training
and teams where everyone wider global network of ‘Inclusive Communities’ • We will also assess progress through our global
to connect and support our colleagues, and
understands and respects each 2023 Employee Engagement Survey, particularly
achieve positive change across our businesses through the self-declaration rates for voluntary
other’s differences and where
• Develop and empower a network of Inclusion diversity demographic questions and scores for
we all feel safe, supported and Champions across our businesses as proactive questions on being ‘confident to be my authentic
able to bring our whole selves and passionate advocates of inclusion, self at work’
to work. equity and wellbeing
• Embed inclusion and wellbeing within internal
award schemes to better recognise the impact
of our colleagues and inspire others with
their achievements
• Develop a confident, competent culture of
‘conscious inclusion’ across our organisation
– starting by creating a training programme
in 2022, shaped by the voices of our
colleagues and aligned to our valuesSpirax-Sarco Engineering | Inclusion Plan 2022 – 2025 14
Our inclusion themes continued
Inclusive leadership
behaviours
To help achieve this, we will: How we will know if we’re succeeding
• Develop and empower authentic and inclusive • We will measure our progress through
Our goal
leaders across our organisation – with all leaders participation in, and impact of, leadership
We will develop our making a tangible commitment to inclusion, equity, development programmes and through
leaders as confident, authentic diversity or wellbeing in their annual objectives existing and new metrics on the diversity
from 2022 of our leadership and wider business
and active champions of
inclusion and wellbeing who • Embed inclusion, equity and wellbeing in our
Followership Development Journey and other
bring diverse perspectives leadership development programmes
to our journey. • Grow our existing and future leadership talent
from all walks of life – including launching global
‘recruitment principles’ in 2022. We will also set
new, specific goals to improve gender and ethnic
diversity in particular, whilst ensuring we always
recruit the right person for the right role (never to
‘tick a diversity box’)Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 15
Our inclusion themes continued
Inclusive processes
behaviours
To help achieve this, we will: How we will know if we’re succeeding
Ensure equitable and inclusive policies and • We will measure our progress through
Our goal
standards across our Group, including through: ongoing monitoring of pay gaps as well as
We will ensure that how we • Launching new Group Inclusion Commitments the implementation and impact of specific
work and how we treat people in 2022 initiatives as these are scoped and deployed
is always equitable and inclusive • Scoping a Race Equity Action Plan for our • We will use our global 2023 Employee Engagement
– and that it promotes positive business from 2022 Survey results to assess progress – particularly
the questions on fair treatment regardless of
wellbeing and mental health. • Developing a Group Mental Health Policy personal background or characteristics and
• Refreshing our Group Diversity and Inclusion questions about how colleagues believe we value
Policy to reflect our broader and deeper and promote diversity
approach to inclusion
Embed inclusion, equity and wellbeing across our
employee lifecycle (ensuring fairness in recruitment,
development, progression, colleague experience
and reward), including:
• Ongoing gender pay gap reporting in the UK and
exploring expansion of this beyond the UK
• Launching ethnicity pay gap reporting in the UK
in 2022 and developing the tools and processes
to do the same outside the UK (starting with the
USA and South Africa)Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 16
Our inclusion themes continued
Inclusive partnerships
behaviours
To help achieve this, we will: How we will know if we’re succeeding
Build strong partnerships and become a strong • We will measure our progress by monitoring how we
Our goal
voice as an active advocate of inclusion, including: perform against the goals of campaigns we support
We will be an advocate • In every operational country with over 100 (such as Change the Race Ratio, the Women’s
for inclusion and collaborate colleagues, establishing at least one strategic Empowerment Principles and UN LGBTI Standards
of Conduct for Business) and the specific targets in
with our external partners to partnership that contributes to advancing a
fairer, more inclusive or healthy world (within their our One Planet Sustainability Strategy
achieve positive change in our
national context) by the end of 2022
businesses, our sectors and
Deliver the community wellbeing commitments in
our communities. our One Planet Sustainability Strategy, including
employee volunteering and charitable giving targets
and launching a new £5m education fund to support
inclusive and equitable access to education in 2022
(with specific provision for supporting Black and
ethnically diverse future talent).Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 17
Our Group Inclusion Commitments
Wherever we work in the world, we will make our difference for our colleagues.
Through our Group Inclusion Commitments, we commit to:
Ensuring the best start for new Becoming an increasingly gender- Proactively promoting better wellbeing,
families by giving every colleague who balanced, ethnically diverse, disability balance and mental health – signing the
becomes a parent a minimum of 16 confident and faith-aware employer – Global Business Collaboration’s Pledge
weeks paid parental leave – wherever supporting our commitment to initiatives for Better Workplace Mental Health,
they are, whoever they are and how ever including the United Nations Women’s developing a new global mental health
they become a parent. Empowerment Principles, Change the policy, and supporting all colleagues on
Race Ratio campaign and Race at wellbeing, including through our global
Helping every colleague who is Work Charter. Employee Assistance Programme.
a caregiver to support their loved
ones or take time for self-care with Being a safe place for all lesbian, Enabling our hybrid workforce to be
a minimum of 15 days of paid ‘caregiver gay, bi, trans and queer or questioning at their best wherever and whenever
leave’ every year. (LGBTQ+) people, wherever we operate they are working – so we dress for
– committing to the United Nations LGBTI our day, we work where we are at our
Supporting every colleague who Standards of Conduct for Business and best and most productive for the task in
experiences pregnancy loss of any becoming an increasingly vocal advocate hand, and we keep in touch and actively
kind with a minimum of 10 days of paid for LGBTQ+ inclusion. include each other.
additional leave and paid time off for
related appointments. Creating menopause-friendly Empowering our colleagues to grow
workplaces through new global their knowledge, skills and confidence
Standing up for colleagues who principles to ensure anyone as active advocates of inclusion and
experience domestic violence or abuse experiencing menopause feels safe, wellbeing – helping support happy,
with a minimum of 10 days of paid ‘safe and is treated fairly, respected and healthy, productive careers and lives
leave’ to get the support they need at the appropriately supported. outside of work.
time they need it – and a zero tolerance
approach for abusers that also seeks to
identify support to help them change
their behaviour.
Our Group Inclusion Commitments are minimum standards for our Group. Where current benefits
or local laws go further than these standards, the greater benefit will continue to apply.Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 18
“My son Jeff’s first day of public school It took a long time to find a role,
started with his excitement to join his initially in IT support but he was
friends in a new, fun learning experience. laid off when the pandemic started.
It ended with Jeff running out of school Eventually he got a job that’s a great
early, without telling his teachers, to match – a software developer building
escape overwhelming noise and stimuli train automation systems.
that were too much for him. This was Too often, people living on the Autism
also the first day of our journey to spectrum are categorised, labelled and
understanding Autism Spectrum Disorder placed into diagnostic boxes. But life
(ASD), or Autism. experiences are more complex. Jeff’s
Jeff needed many support services to journey shows that people with Autism
help him succeed in school and life, can be effective employees with a little
and his interests never seemed to overlap understanding and accommodation.
those of his peers. He’s fascinated by Watching your neurodiverse family
trains and loves to share his knowledge. member struggle in the world is
My husband and I adjusted our work exceedingly painful for caregivers.
schedules and took time off for regular It doesn’t have to be though. I’m now an
appointments and unexpected challenges. active volunteer with the Autism Society
Eventually, the time needed to support a of America where I hope to use my family’s
son with Autism meant my husband left experience and my skills as an HR leader
his career to be Jeff’s full-time caregiver. to influence meaningful change to support
Jeff was accepted into a programme for the Autism community in employment,
students with ASD at Marshall University. policy, education, healthcare, and home
At first, he struggled being away. But, with and community services.”
help from the college, he graduated with
a degree in Computer and Information Tracey Staley
Technology. His dream was to be a VP Human Resources
software developer. Chromalox, Electric Thermal Solutions
Jeff had trouble finding a job though.
At interviews, he responded haltingly or
with very short answers to questions.
has challengesSpirax-Sarco Engineering | Inclusion Plan 2022 – 2025 19
Making our difference for our colleagues
Gender-neutral Caregiver
parental leave leave
We’re ensuring the best start for We’re helping every colleague who All of us have the potential to become a caregiver and
all of us are likely to need care at some point in our own
new families by giving every colleague is a caregiver to support their loved
lives as well.
who becomes a parent a minimum ones or take time for self-care
So, we have introduced paid ‘caregiver leave’. It can
of 16 weeks paid parental leave – with a minimum of 15 days of paid cover planned caregiving duties (such as taking a
wherever they are, whoever they are ‘caregiver leave’ every year. dependent to a medical appointment) or unexpected
and how ever they become a parent. Around a quarter of our colleagues across the
or emergency situations, as well as urgent self-care
related to being a caregiver.
Starting a family is one of the most life-changing Spirax-Sarco Engineering Group are already caregivers.
experiences we can go through. It should also be one They look after children, vulnerable adults, people
of the happiest times, but it isn’t always easy and the with a disability or health condition and many others –
rights of new parents and caregivers to spend time all while working and managing other aspects of life.
with their new family vary enormously around the world.
We believe that everyone who becomes a new “Whatever way you become
parent or caregiver should have the opportunity
to be with their new family. They should not have
a parent, it’s equally exhilarating
to worry about the impact of this on their career, and terrifying. You get
finances, job security or how they are perceived
or treated for their commitment to family life.
overwhelmed with emotions
Our commitment on gender-neutral parental leave
and quickly re-prioritise life.
applies to all colleagues regardless of their length Being able to confidently step
of service, their gender or sexual orientation, or how away from work for family time
they become a parent.
is critical, especially early on.
Being present means you can
provide the physical and emotional
support needed by everyone.”
Craig Bushey
Director, Environment and Sustainability
Chromalox, Electric Thermal SolutionsSpirax-Sarco Engineering | Inclusion Plan 2022 – 2025 20
needs support
“It can be difficult to know how I genuinely believe that the
to support someone through inclusion culture being
pregnancy loss, whether that’s created here at Spirax-Sarco
your partner, a team member Engineering will help colleagues
or a friend. Every experience is to more openly share their
unique and personal. Being able experiences, make the best
to offer flexible support to our decisions for their situation
colleagues, in whatever way and get the right support.”
they’ve been affected, will make
Chris Molnar
a huge difference. Vice President, Business Development
Chromalox, Electric Thermal SolutionsSpirax-Sarco Engineering | Inclusion Plan 2022 – 2025 21
Making our difference for our colleagues continued
Pregnancy Help with Valuing our
loss support domestic abuse diversity
We’re supporting every colleague We’re standing up for colleagues We’re becoming an increasingly
who experiences pregnancy loss of who experience domestic violence or gender-balanced, ethnically diverse,
any kind with a minimum of 10 days abuse with a minimum of 10 days of disability confident and faith-aware
of paid additional leave and paid time paid ‘safe leave’ to get the support they employer – supporting our commitment
off for related appointments. need at the time they need it – and a to initiatives including the United Nations
Pregnancy loss can be a hugely traumatic experience.
zero tolerance approach for abusers Women’s Empowerment Principles,
It can have physical and emotional or mental health that also seeks to identify support Change the Race Ratio campaign
impacts on the person carrying the child – either to help them change their behaviour. and Race at Work Charter.
immediately or well after the loss has been experienced.
It can also have a significant impact on their partner Domestic violence and abuse can take many forms – When everyone is included as part of diverse teams in
and family. However, pregnancy loss is rarely talked sometimes obvious, sometimes subtle and often having truly supportive workplaces, we can achieve so much
about openly in the workplace. This can make it difficult an impact at work too. Open conversations and visible more – individually and collectively.
to find help or to feel supported. support in the workplace create an environment where At the end of 2021, our Board was 40% female and
those experiencing domestic violence or abuse feel safe exceeded the Parker Review’s target on ethnic diversity.
No colleagues should go through pregnancy loss alone to ask for help.
or without support. We’ve committed to support every Our senior leadership (Group Executive Committee
colleague who experiences pregnancy loss with a Understanding more about domestic violence and abuse and their direct reports) was 33% female and our global
minimum of 10 days of paid additional leave and paid can also help us all to recognise the signs, respond graduate programme has consistently achieved its
time off for related appointments. This applies to all supportively and refer colleagues to appropriate help. 50% gender balance target.
colleagues who experience a pregnancy loss, whatever Even small supportive actions can make a life-changing But we know we have more to do.
the nature of that loss, regardless of their length of difference.
So, we’ve committed to build on this progress, set new
service and whether it happens directly to them, to their Domestic violence and abuse can affect anyone. goals on diversity and formalise our commitment through
partner or to someone who is acting as a surrogate (in No colleague experiencing it should ever have to proactive support and collaboration with like-minded
countries where surrogacy is legal). ‘suffer in silence’ and they should always be supported. organisations. Together, we can support each other, hold
So, we have introduced paid ‘safe leave’ across our each other to account, and learn from shared success
global operations to support our colleagues when they and challenges to have an even more positive impact on
need help and in the way they need it. the world around us.Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 22
is respected
“I have been a Christian for most of ‘Respect’ and ‘Integrity’ are so
of my life. My faith and belief are important to me. In a work environment,
an integral part of who I am and that means I need to, and do, feel like I
what I do. They very much guide can come to work and be exactly who
how I think and certainly the way I really am, whilst actively ensuring that
I view the world, as well as the I enable and encourage others to do
people I share it with. the same.
My experiences over the years have When it comes down to it, my faith
meant that this is not something will always be the primary governing
I always share openly, as Christians principle in how I live my life. I feel that
(and people of other faiths too) are in the culture we are developing at
often perceived to be something they Spirax-Sarco Engineering, practicing
are not. It is particularly challenging my faith and living our values
working as an engineer in a world complement each other well and will
of science. Let’s be honest, some serve to strengthen my relationships
of the things Christians believe are with others – even when we don’t
beyond reason or logic and that’s always agree!”
why we call it ‘faith’!
The fact is, we all have different beliefs. Stuart Jessop
We can easily preserve these when we Regional Manager, Central & Eastern
live the values we all believe in across Europe, Steam Specialties
our Group. As a Christian, there are
many things that I may disagree with
others about, which is why our valuesSpirax-Sarco Engineering | Inclusion Plan 2022 – 2025 23
Making our difference for our colleagues continued
LGBTQ+
inclusion
We will be a safe place for all lesbian,
gay, bi, trans and queer or questioning “To me, inclusion means
(LGBTQ+) people, wherever we operate –
committing to the United Nations LGBTI
Standards of Conduct for Business and
being an ally and enabling
becoming an increasingly vocal advocate
for LGBTQ+ inclusion. people to feel accepted
The rights of LGBTQ+ people, and social attitudes
towards LGBTQ+ communities, vary considerably
around the world. These are also constantly changing –
and valued in their
sometimes improving and sometimes getting worse.
Across our Group, wherever we operate and whatever workplace, whatever
their background.”
the legal or social context, we want all our colleagues to
be able to be themselves and achieve their full potential.
That means everyone should always be safe, respected
and treated equitably.
None of our LGBTQ+ colleagues (whether they Hazel Meldrum
are ‘out’ at work or not) should ever have to fear Group Head of Corporate Communications
discrimination, harassment or bullying for who they are, Spirax-Sarco Engineering
who they love, how they look, or how they express their
gender identity. And no colleague should feel alone when
faced with a challenge on sexual orientation or gender
identity at home.
So, we have committed to be a safe place for all
LGBTQ+ people wherever we work in the world.
This includes colleagues, customers, communities
and everyone we work with. To formalise our support,
we have also signed the United Nations LGBTI
Standards of Conduct for Business.Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 24
can be themselves
“Earlier in my career, I was coming each other to the point where we became
to terms with being gay and figuring one of the best performing teams in the
out what that meant for me. It wasn’t business (several years in a row!).
something that was talked about at work It also inspired other people to open up to
and I didn’t feel I could discuss it there. me and then to be their true selves at work
Would colleagues judge me, no longer too. The visibility mattered. It’s something
talk to me or discriminate against me? that’s stuck with me ever since.
Would my career suffer? Would I face the
abuse at work like I’d seen LGBTQ+ people I don’t want anyone else to experience
experience on the street? I didn’t know. what I felt early in my career. Whether
that’s feeling like you need to actively hide
So, I actively hid the real me. I deliberately being LGBTQ+ or that you’re worried about
avoided conversations about my weekend. an LGBTQ+ matter at home. Whether you
I didn’t talk about family (including in those feel you have to disguise a disability, hide
big meetings where everyone introduces the fact that you’re a caregiver or something
themselves and mentions their partner else. No one should ever feel like that.
and children). I avoided social situations Life’s difficult enough.
in case I let something slip. I never talked
about seeing an amazing show at the I want everyone across our Group to
theatre. And I worried about it all whilst be able to be themselves and to know
I was at work – which I later realised they’re valued, supported and welcome
meant I wasn’t focused on my job as here. I know inclusion is my job, but it
best I could be back then. matters personally too. And if being the
real me and visibly, vocally and actively
But, later, being part of a team where it championing inclusion changes things
felt safe to be me and to share what was even just for one person, it’ll be worth it
going on in my life changed everything.
– and that’s something we can all do too.”
Being able to truly be myself meant
the worry disappeared. I focused
better on my job and my development. Darren Towers
My confidence grew. We grew closer as Head of Inclusion, Equity and Wellbeing
a team – understanding and supporting Spirax-Sarco EngineeringSpirax-Sarco Engineering | Inclusion Plan 2022 – 2025 25
Making our difference for our colleagues continued
Menopause and
menstrual health
We’re creating menopause- “As an active champion of gender inclusion at work, I volunteered
friendly workplaces through new to join a consultation group to co‑create our menopause-friendly
global principles to ensure anyone workplace principles. My lightbulb moment came from sharing
experiencing menopause feels safe
information within the group.
and is treated fairly, respected and
appropriately supported. I’d totally failed to recognise a number of non-physical symptoms
Menstruation and menopause are a normal and that I was in fact experiencing myself. I learned so much from
healthy part of life, but they are often stigmatised the honest and open conversations we had as a group. It changed
around the world and there can be a lack of
information, as well as myths or even cultural taboos
my whole outlook on life and I am in awe of the power of the
that stop people talking about them. This can make courageous conversation!”
it difficult to feel supported before, during and after
menopause and harder to promote and maintain Rachel Pallett
positive menstrual health more widely too. Steam Business Development Director
Better understanding of these topics, honest Steam Specialties
conversations, supportive teams and simple changes
at work can mean happier and healthier lives for
colleagues who menstruate or experience menopause.
Learning more can also help us all to better support
family and friends outside of work as well.
To help, we worked with colleagues across our
businesses and with an external expert to create
a set of menopause-friendly workplace principles
and guidance on positive menstrual health at work.
These set out how we can all collaborate to create
workplaces and a working culture where anyone
experiencing menstruation or menopause
is supported in the best way.Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 26
Making our difference for our colleagues continued
Wellbeing and Hybrid
mental health working
We’re proactively promoting better Safety is our top priority and one of our Group-wide We’re enabling our hybrid workforce to
values. That includes wellbeing – whether that’s physical,
wellbeing, balance and mental be at their best wherever and whenever
mental, emotional, financial, spiritual or another aspect
health – signing the Global Business of wellbeing. they are working – so, we dress for our
Collaboration’s Pledge for Better Talking about our personal wellbeing or our mental
day, we work where we are at our best
Workplace Mental Health, developing health and taking action to maintain positive wellbeing, and most productive for the task in hand,
a new global mental health policy, and is not always easy. So, we are supporting all our and we keep in touch and actively include
supporting all colleagues on wellbeing, colleagues through initiatives like our global Employee each other.
Assistance Programme. It provides free, confidential
including through our global Employee advice and support for colleagues and their dependants The world has changed and how we work has changed
Assistance Programme. – all year round and in their local language. It’s for too. The COVID-19 pandemic caused many of us
everyday matters and for when things become more (but not all of us) to work away from the office. This
challenging too. had the advantages of flexibility and balancing family
“Small actions advance the We have also created a Wellbeing Toolkit with commitments with work, but also introduced new
challenges such as communication, collaboration and
diversity of our wonderful guidance on how to have wellbeing conversations
finding ways to avoid ‘working from home’ becoming
and tackle common challenges like stress, loneliness,
businesses and strengthen healthy digital balance, pandemic fatigue and more. ‘living at work’.
our future performance.” We believe that it’s ‘OK not to be OK’ and that reaching We believe that hybrid working (the agile combination
for support is a strength, so we’re committed to of working in shared workplaces and away from these)
Gavin Huxtable expanding our focus on wellbeing and mental health. benefits our colleagues and our businesses. We know
Divisional Director It’s something we all have in common and which we that not every role can work in this way, but we will seek
Global Supply Chain all need help with from time to time. to enable hybrid working wherever possible.
Steam Specialties We’ll trust our teams to do the right thing for our
businesses and our colleagues – not prescribing
a set pattern for hybrid working, but instead helping
colleagues to recognise and respect the uniqueness
of personal situations and to balance those with business
needs. We’ve created a Hybrid Working Toolkit as well
as global principles to help and will continue to learn
and adapt how we work in to the future.Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 27
“Around one in four people are likely to experience My growing interest in mental health led to me
some type of mental illness every year. It’s no surprise to train as a Mental Health First Aider. As a long-
then that I have some experience of mental health time fan of AFC Bournemouth (an English football
challenges, both personally and through supporting team), I now volunteer these skills at the football
friends, family and colleagues. I expect most people club through a fan-led mental health initiative
reading this will have too! called Talking Cherries. It was established after
I became interested in mental health when one a member of our football community very sadly
of my siblings began experiencing panic disorder died by suicide.
– a type of anxiety disorder. It was characterised For me, good mental health is just like physical
by panic attacks – like the sudden onset of health. It is something that you can proactively
intense apprehension or fear. These can be work at every day – for example, by making
very confusing, begin suddenly and develop time for self-care, creating work-life balance,
rapidly. It was frightening for my sibling and the finding a purpose, connecting with and supporting
rest of the family who didn’t know how to best others, taking breaks and holidays and leading
offer support. with empathy.
This experience opened my eyes to the need to This won’t necessarily make you immune
be better informed about mental health issues. to mental illness, but it may reduce your
vulnerability to it – just like being physically fit
can reduce your vulnerability to physical illness.
I think it’s important for all of us to work on this
for ourselves and to support each other.”
Amanda Williams
Head of Sustainability, Steam Specialties
has wellbeing needsSpirax-Sarco Engineering | Inclusion Plan 2022 – 2025 28
Making our difference for our colleagues continued
Championing
inclusion
We’re empowering our colleagues “ Years ago, a short conversation
to grow their knowledge, skills and with a friend completely changed
confidence as active advocates of my understanding of racism.
inclusion and wellbeing – helping support
I’d struggled with the phrase
happy, healthy, productive careers and
lives outside of work. ‘white privilege’ as surely not all
white people had ‘privilege’?
Creating an inclusive culture is a collective responsibility.
We can all play a part, wherever we are based and Our chat helped me
whatever our role. Part of this involves moving from understand it meant
being a passive supporter of inclusion to becoming
a visible, vocal and proactive advocate of inclusion,
I’d never been
equity and wellbeing – and an ‘ally’ to those who disadvantaged in life
are different to ourselves. That’s good for us as because of my skin
individuals at work, it improves our lives outside of
work and it helps to inspire positive change in the colour. That forever
communities that we’re part of too. changed how I thought
It’s why one of the four themes in Everyone is about the reality of
Included is all about inclusive behaviours and why
we’re expanding our colleague networks – like our racism in the world
global Women’s Network and our Working Families around me.”
Forum, as well as our Disability Forum in Watson-Marlow
and our LGBTQ+ & Friends Network across EMEA Jim Devine
(Europe, Middle East and Africa) in Steam Specialties. Group HR Director
It’s why our One Planet Sustainability Strategy includes Spirax-Sarco Engineering
commitments to colleague volunteering – with three days
of paid volunteering leave available to all colleagues,
globally every year.
And it’s why we’ll continue to celebrate the uniqueness
of our colleagues and the difference they make every day
at work and in the community.Spirax-Sarco Engineering | Inclusion Plan 2022 – 2025 29
can drive change
“Between the ages of 7 to 17, I lived But education comes in many
on the second floor of a 21-storey forms and not everyone is as
building on Nightingale estate in the fortunate as I was. That became
London Borough of Hackney. As a my motivation to volunteer with
first generation British-born child a small local charity in Portsmouth
of Nigerian parents and as someone in the UK. The charity works to
living in social housing, I became build social cohesion and provides
conscious of the importance of skills development opportunities
hard work, education and not taking for people living in social housing.
opportunity for granted. Volunteering is my way of giving
I was lucky to have a very driven back to a community similar
mother who motivated me and to where I grew up.
my sibling, as well as secondary I feel proud to be a small part of
school teachers who guided the good work and contribution
me on education opportunities. the charity is making to enabling
They were my inspiration to build better futures – one person
my knowledge and keep learning. at a time. As someone who is
Education is an equaliser and a passionate about social mobility
powerful tool in career success. and inclusion, I would encourage
I was lucky enough to achieve a everyone to seek opportunities
university education, increasing within their communities to drive
my self-confidence and giving me change. One small action can
the experience and tools to build change the lives of many.”
my career.
Sade Mokuolu
Strategy Implementation Lead
Watson-MarlowSpirax-Sarco Engineering | Inclusion Plan 2022 – 2025 30
A culture based on values
Making our difference together – How we can live inclusion through our values
by living inclusion through our values.
Every one of us is unique. We all bring different skills, Safety Customer focus
experiences and ways of thinking to work. We all • Ensure all of our colleagues are physically • Understand and respond to the
face different challenges at work and home – or our safe and that they feel safe at work uniqueness of our customers and
backgrounds mean we face the same challenges in • Prioritise and have open conversations stakeholders as individuals
very different ways. on wellbeing and mental health • Be visible, vocal and proactive allies to
Understanding, valuing and celebrating our difference and • Have zero tolerance for all forms of each other and everyone we work with
what unites us as people helps us to build the supportive discrimination, harassment and bullying
teams and strong relationships that empower us to be our
best. It helps us to tackle life’s challenges together.
That needs us all to start new conversations – sometimes
on difficult topics and definitely learning from mistakes
along the way. It needs us to question the assumptions
we make about others. It needs us all to challenge Integrity Collaboration
behaviour that doesn’t feel right and to respectfully • Ensure that all of our policies and practice • Build strong relationships where we
accept challenge ourselves. It needs us all to have the are inclusive and equitable for everyone, consciously include each other, giving airtime
confidence to be the role model we once needed. understanding and removing inequality to unheard voices, hearing everyone, and
• Develop the confidence, knowledge becoming active advocates for inclusion
And it needs all of us to take small actions and send visible,
and skills to challenge inappropriate • Partner with external stakeholders to
proactive signals that show wherever we work and whoever behaviour and respond responsibly make our businesses, our sectors and
we are, everyone is welcome, safe, respected and included when challenged ourselves our communities more inclusive and
across our Group. equitable for all
Within Spirax-Sarco Engineering, we can all live
inclusion, equity and wellbeing through our values.
stomer Focus
Cu Respect Excellence
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• Treat everyone we work with or support • Empower all of our colleagues to bring their
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Our respecting local laws or culture and being model this personally, too
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positive change performance and experience on inclusion,
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• Grow and celebrate our diversity and
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difficult conversations and learning from our
fet
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what unites as people – together
y
mistakes as part of this
R
I n t e g rit ySpirax-Sarco Engineering | Inclusion Plan 2022 – 2025 31
This is about you,
me and us – because we’re
all unique, we’re all valued and
at Spirax-Sarco Engineering,
How will you make your
difference to ensure that
everyone is included?February 2022 www.spiraxsarcoengineering.com Email: together@uk.spiraxsarco.com
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