Our approach to Diversity and Inclusion


We are committed to building an inclusive and diverse workforce which better reflects the communities in which we operate. Diversity in our thinking and inclusivity in our behaviour both contribute to ensuring the long-term success of our business.

We are working to advance gender balance, engage proactively with minority communities and improve inclusivity – also by working with organisations that share our values.

Some examples of the breadth of our recent initiatives are outlined here:

Gender balance


  • Six of the eight members of Grosvenor Britain & Ireland's Executive Team are now female, and we appointed the first female Non-Executive Director to the Grosvenor Asia Pacific Board.
     
  • We listen to our colleagues and seek to support them wherever we can. For example:
    • Some parts of Grosvenor have enhanced family friendly policies ranging from shared parental leave arrangements to menopause and grief.
       
    • Grosvenor Asia Pacific ran a maternity coaching programme to support female career progression after maternity leave.
       
    • Grosvenor Europe provided childcare resources when schools were closed due to Covid-19.
  • We participate in the 30% Club Cross-Company Mentoring Programme, a global initiative to both build the pipeline of women and create a stepchange in the number of women able to achieve senior leadership roles.

Engagement of minority communities


  • We have expanded our recruitment partners and method of recruitment to access a wider pool of talent.
     
  • We have implemented MissionINCLUDE, a crosscompany mentoring programme which matches people from different diversity strands, including ethnicity and disability.
     
  • In Grosvenor Europe and Grosvenor Americas, we worked with schools and universities to provide career insight/internships/apprenticeships to underrepresented groups.
     
  • Grosvenor Britain & Ireland and the Grosvenor Holding Company partnered with the Social Mobility Foundation to mentor young people from disadvantaged backgrounds.
     
  • In Grosvenor Americas, we sponsored a graduate who would not otherwise have had the means to study for an MBA.
     
  • In Grosvenor Asia Pacific, we partnered with non-profit organisations to provide tutoring and training for minority communities.

An inclusive brand with shared values


  • We celebrated and supported our communities with events such as Pride, Black History Month, Mental Health Awareness Week, International Men’s Day and International Women’s Day.
     
  • Our individual Operating Companies’ Pride groups joined together to form an international LGBTQ+ network.
     
  • The Grosvenor Americas Pride group has been working with Out & Equal, an organisation that works on LGBTQAI+ equality in the workplace through lunch and learn sessions.
     
  • Grosvenor Britain & Ireland and Grosvenor Americas published a new Transgender policy.
     
  • We launched Speak Up, a Group-wide initiative to enable our people to identify and call out inappropriate behaviour at work and raise concerns on any matter.
     
  • Across the Group, we have provided enhanced wellbeing programmes to support employees through the challenges of Covid-19.
     
  • Many parts of Grosvenor have trained mental health first aiders to bring awareness of the importance of positive mental health. In Grosvenor Americas, we have been creating awareness of mental health issues through lunch and learn sessions.
     
  • We ran reverse mentoring in parts of the Group to ensure senior managers were connected to more junior employees to better understand their perspectives.
     
  • Grosvenor Britain & Ireland and Grosvenor Holding Company introduced a new Working from Anywhere policy which provides employees with the greatest level of flexibility we have ever offered.
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