The EDI Champions group was set up around 18 months ago when SPS appointed a dedicated EDI Manager to embed inclusivity into all our processes. Our goal was to establish a diverse group of people representing a wide range of backgrounds and intersectionality. The group is made up of Executive Sponsors (members of SPS UK&I Leadership Team) and network groups Leads (Champions) led by our EDI Manager to ensure we are focusing on the bigger picture of inclusivity in the business reviewing and enhancing all areas such as recruitment, employee engagement and communication, collect meaningful data & metrics, policies and processes, external partners and suppliers, L&D, performance management, pay and benefits, marketing and bids, leadership commitments & commercial objectives. Large majority of our workforce joins through TUPE, limiting our influence over diversity makeup, our focus is on enhancing collective knowledge & developing our people.
We have made substantial progress in embedding EDI across SPS UK&I. Our work has focused on building inclusive communities, amplifying underrepresented voices, educating our workforce, getting people involved in activities and celebrations, engaging in meaningful conversations, challenging the status quo & creating a culture of belonging and wellbeing.
Our EDI Champions have played a defining role in establishing all our Employee Resource Groups (ERGs). The ERGs are pivotal in embedding EDI principles into our company’s culture and ensuring sustained progress by advocating for inclusive policies, providing resources to managers to lead with inclusivity at the forefront and actively engaging employees in EDI conversations.
Executive Sponsors, who are members of our leadership team, play a key role in promoting EDI across the business. They help elevate the conversation by bringing EDI topics into leadership meetings, as well as disseminating across their team and wider business ensuring it remains a strategic priority at the highest levels.
With the support of our EDI Champions group, we have created a wide range of employee-led networks that form an important part of our culture. These networks are about creating safe spaces where we can bring our whole selves to work, learn together, support each other, gain insight and guidance and celebrate our differences.
Beyond community-building, the networks also develop practical resources for managers to help them better support their teams and lead with empathy and inclusivity. We host external speakers who bring fresh perspectives and spark meaningful conversations across the business. The group has created an internal EDI podcast ‘Let’s talk about..’ that explores deep, thought-provoking topics, challenging assumptions and biases giving employees a platform to share their lived experiences in an authentic and impactful way.
Network Groups Established:
We launched eight dedicated employee network groups to support diverse communities and drive awareness:
1. SWAN – SPS Women’s Alliance Network – Elevating women’s voices and talent at all levels.
2. PROUD – LGBTQIA+ Alliance Network – Promoting visibility, allyship & inclusion
3. WELLNESS WORKS – Wellbeing at Work – Supporting mental, physical and financial health
4. WAND Workplace Alliance for Disability and Neurodiversity – Advocating for accessibility & neurodiverse inclusion
5. ORIGINS – Race Equity Network – an alliance and advocacy group for race, ethnicity, faith, culture and nationality celebrating the unique identities that form part of this group
6. PHOENIX – Domestic Abuse Support Group –safe space dedicated to raising awareness, offering guidance and helping create a workplace culture that recognises the impact of domestic abuse
7. Menopause & Women’s Health Network – Raising awareness and providing support
8. Monday Morning Men’s Club – Men’s Group – Encouraging men’s engagement in wellbeing and inclusion
Our primary goal has been to engage employees in meaningful EDI conversations, educate our workforce, encourage active participation and drive equitable actions to increase the representation of women and people from ethnic groups in leadership roles. Feedback from our Inclusion Survey shows that our initiatives resonate, employees really value our commitment to inclusivity and equity.
We are currently advancing this work by:
• Developing inclusion-led recruitment guidance
• Setting inclusivity goals for senior leaders and board members
• Producing accessibility guidance and conducting accessibility assessments
• Collecting and analysing employee data
• Running focused inclusion surveys
• Reviewing & enhancing all policies through an EDI lens
• Capturing EDI data in learning programmes to ensure equitable access
• Partnering with charities and EDI suppliers to support external communities and gain benchmarking insights
• Engaging meaningfully with our people to foster a culture of belonging
*Please note ND refers to Neurodiversity throughout this application
