This was written on behalf of Louise, she is keen for us to emphasise that this is a team effort in creating a winning culture with our diversity and inclusion for Moto. Our supporting PDF contains evidence and images to support our entry.
Louise has driven a clear D&I strategy for success and has transformed our colleague culture over the last 12 months, with a clear plan for 2025 to create an even more inclusive and diverse Moto based on listening to our 6000+ colleagues and making changes based on their valuable feedback. We have been incredibly committed to building a diverse workforce, notably, achieving gender parity at the Board level (previously 27%, now 50%) and increased female Site Operations Managers from 22% to 42% within five years, primarily through our internal talent development programs. This leadership visibility is crucial, allowing junior female colleagues to see role models and aspire to leadership positions.
During the past year we made huge progress in our ethnic minority representation as we are close to our 18% goal for ethnic minority leadership positions overall (currently 15%) and will continue to aim towards the goal of 18% by 2025. It’s exciting to see 18% of Site Operations Managers – all internally promoted – and 12.5% of the level below the Board come from a diverse background. This also indicates a strong pipeline for future leadership roles.
2019 Moto started to make great progress from the beginning of 2019 when Louise championed us to join Women in Hospitality, Tourism and Leisure (WiHTL), supporting their pledge and mission. In that same year we launched Empower: Our Female Leadership Programme. A talent development initiative crafted by our own Talent team that is flourishing today with over 100 graduates so far, empowering the women in our business to be bold and brave, building confidence, developing themselves, supporting each other and giving them the ability to progress to more senior roles. Something which Louise is really passionate about progressing even further to position more females into leadership roles.
2020 We accelerated those efforts with the launch of our values, created by our colleagues, for our colleagues. Communicating to the entire business what made Moto, Moto. Multiple groups were launched for feedback, knowledge sharing and to help strengthen our general communications. We increased options on how to raise concerns to accommodate for those that might not feel comfortable in raising something face to face with their line manager. We heavily increased our communication around zero tolerance of discrimination, bullying or harassment. This came from board level and was communicated clearly across all departments and areas of the business, ensuring a safe and respectful work environment. Training was provided on Diversity, Inclusion and Cultural awareness to ensure that colleagues were educated and aware for team members and the public. We set inclusion goals, appointed board sponsors and signed the Rack at Work charter.
2021 We launched our cultural calendar, ensuring that we talked about, educated and celebrated important dates, festivals and celebrations of various cultures. These campaigns were shared on our intranet and we invited various individuals within the business to speak about their beliefs and culture, giving them the voice to share with fellow colleagues, things that are very important to them. From Black History Month and Pride to International Women’s Day and Deaf Awareness Week. We drip feed facts, statistics and personal stories to educate and inform, as well as interactive videos and quizzes which always generate a great deal of interest. This is the year we really accelerated the work with establishing our Being You steering groups.
2022 We achieved gender parity at Operating Board level. We launched an Anti-Racism e-learning training programme for all colleagues within the business. We had webinars from Nichole McGill-Higgins on Anti-Racism and we launched our first diversity monitoring report. We organised a 3 month D&I roadshow visiting all sites and delivered sessions with our Site Operations Managers and Department Managers in order to cascade the information to all colleagues and ensure that everyone was doing the right thing with a consistent approach of D&I. We were recognised as a leading inclusive employer to Hospitality, Travel and Leisure within the UK for 2022, 2023 and 2024 by WiHTL. We also launched our menopause policy to fully commit to supporting colleagues going through this transition and provide an inclusive and supportive environment.
In 2023 we re-launched the Equality Act e-learning module for all colleagues to complete. We continued to learn and educate ourselves, with further training for our colleague resource group leads and deputies delivered by WiHTL. We trailblazed by rolling out 38 Changing Places to our sites to accommodate our customers who need additional support with extra space.
