• Our people are at the heart of everything we do and we are committed to recruiting the right people, with the right skills, knowledge and experience.

  • Irrespective of gender, sexual orientation, marital or civil partnership status, colour, race, nationality, ethnic or national origins, religion or belief, age, pregnancy or maternity leave or trade union membership, we offer opportunities, learning and progression based only on merit and are committed to the development of all our employees through a range of training activities, including graduate programme, supporting professional qualifications, management development, technical training, on-the-job training, mentoring and coaching and fulfilling Continuing Professional Development requirements.

    Promotion takes place in a structured and co-ordinated way in the same way as recruitment to ensure that promotion is merit-based on skills, knowledge and experience, and we monitor the profile of our workforce to ensure our Equality and Diversity Policy continues to be fully effective.

    Gender Pay Gap

    We have chosen to voluntarily share our gender pay gap figures to demonstrate our commitment to promoting equality within our industry.

    Women and men at AHR are paid equally for equivalent jobs, but we recognise this is only a part of the story. Based on the figures for 2018, our median pay gap is 16 per cent in favour of men. Like many companies within our sector, our pay gap is primarily caused by having fewer women at senior grades in our business.

    Although this is in line with the industry average for the same period, we believe that this disparity needs to be addressed and are dedicated to making meaningful changes.

    On this basis, we have committed to:

    • Improve our maternity and paternity pay conditions
    • Introduce more flexible working arrangements
    • Review our career progression and development processes to identify areas for improvement
    • Review recruitment practices to ensure greater representation of female candidates
    • Monitor and report on our diversity statistics
    • Review our exit interview survey data and recommend initiatives to improve retention of all employees
    • Regularly review our policies and practices, including proactively reviewing decisions related to annual pay and bonus awards

    While we believe this plan will provide us with a strong starting point, we recognise this will be a long-term project. We are committed to implementing our gender diversity initiatives and taking the next step on this important journey.

2 & 3 ANGEL