Equality, diversity & inclusion

At Mitie we strongly believe that being transparent about the diversity and pay of our workforce is important for creating meaningful change. We publically disclose our ethnicity and gender pay gap information.

As at 5 April 2023 (the snapshot date for this report), the Mitie median gender pay gap has increased slightly to 7.3% (from 6.8%) but is still below the UK average of 14.3% (ONS). The mean pay gap has decreased to 11.2%.

At Mitie, we strongly believe that being transparent about the diversity and pay of our workforce is an important step towards creating meaningful change. For the third year we are voluntarily disclosing the ethnicity pay gap as at 5 April 2023. We have followed the same reporting methodology used to report our statutory gender pay gap when calculating the ethnicity pay gap.

Our median ethnicity pay gap, which is the difference in the midpoints of the ranges of hourly rates of pay for white and racially diverse colleagues has reduced from 1.1% in 2022 to -1.3%.

Representing colleagues from all walks of life including 149 nationalities, over 20,000 females, colleagues living with disabilities and neurodiversity, colleagues identifying as LGBTQ+, parents, carers, veterans, and reservists. We welcome the different experiences, insights, skills and expertise our colleagues bring, helping us deliver the exceptional, every day. We recognise that our diversity makes us stronger.

Our ambition is to represent the diversity of our communities and customers among our workforce, from the frontline to the boardroom, by 2025. To achieve this we have set ourselves some bold commitments. We continue to make solid progress against our Equality, Diversity and Inclusion goals which support our aspiration to be the destination employer in the facilities management industry.

More information is provided in our 2023 Gender & Ethnicity Pay Gap Report >

Learn what our social and sustainability ambitions translate to in practice and discover the policies we have in place to help serve our people, the environment and the communities we work in.

Read the ESG report

Our annual report provides detailed insight into our environment and social value framework, including policies dedicated to the people and communities we work with.

Read the annual report

Mitie measures the number of females in the senior leadership team against the total headcount of the senior leadership team. The senior leadership team includes the Executive Committee and those on the Mitie Leadership Team.

Our achievement

We have increased the number of females in the senior leadership team by 4ppt to 32% by the end of FY24. We have a well-developed ED&I strategy at Mitie, and we continue to focus on increasing the representation of women in senior roles across the business, and supporting their ongoing career progression.

We did not achieve the target of 35% of women on our senior leadership team. We continue to focus on increasing the representation of women in senior roles across the business and supporting their ongoing career progression, and this was reflected in a 4ppt increase to 32% of women in our senior leadership team by the end of FY24.

In the first quarter of FY25, we continued to improve this key performance indicator (KPI) towards our 40% target, achieving 34%.

Our Senior Women in Leadership programme is sponsored by our Chief People Officer and is designed to support women at Mitie to achieve our most senior roles. The programme is underpinned by a Level 7 Leadership apprenticeship delivered in collaboration with Corndel College London and paired with 1:1 mentoring. We also ensure that our performance reviews and talent assessments are based on objective criteria, thereby lowering the chance for bias in any of our selection and progression processes.

In FY24, we increased the representation of women in the senior leadership team by 4ppts to 32%.

We set ambitious targets to ensure that we continue to strive for diversity across our
workforce, our colleagues receive a fair wage and market-leading benefits for the work they do, and we promote learning and development opportunities, including through apprenticeships.

In FY24, we achieved our in-year targets for racial diversity, engagement and employees completing apprenticeship schemes.

Find out more about our apprenticeship schemes.

Our Inclusion Allies programme is sponsored by a member of Mitie’s executive team and operates in partnership with Inclusive Employers. The four-week programme is designed to take colleagues on a personal journey to allyship.

They explore privilege, circles of influence and the boundaries of their role and are given a framework and techniques to challenge exclusion and approach difficult conversations. 150 colleagues at different levels from across the organisation have completed the programme and are acting as role models.

We have made positive steps towards a more inclusive culture in the last year. More of our colleagues who have disabilities or are LGBTQ+ have shared their personal data with us, with our disclosure rate increasing since the data was first reported in October 2022.