At Triple Line, our vision centres around creating positive change, and we firmly believe that diversity and inclusion are fundamental to achieving this goal.
In this article, we share our deep commitment to these principles, the strides we've made, and our continued efforts to build an inclusive environment within our organisation.
Diversity and inclusion: Triple Line's core values
Diversity and inclusion are not just words at Triple Line; they are the essence of our values.
We recognise that a diverse workforce is a cornerstone of our success, allowing us to serve our clientele better. By embracing diversity, we assemble highly motivated, multi-talented teams and make well-informed decisions by drawing from diverse perspectives. It's more than a business imperative; it's also the right thing to do.
Transparency through our company's diversity and inclusion survey and report
We've proudly undertaken our first company-wide diversity and inclusion survey, offering a snapshot of where we stand today and charting our course toward becoming a more diverse and inclusive organisation. This survey and report will be a yearly undertaking made available to stakeholders to track our progress.
Creating a culture of inclusion
The findings of our first diversity and inclusion all-staff survey speak volumes about our inclusive culture. Most of our employees (94%) feel that all backgrounds and cultures are respected and valued, illustrating our commitment to fostering a welcoming atmosphere. Our staff members enjoy the freedom to express their thoughts, beliefs, and opinions (88%) and to be themselves at work (88%), with a high degree of mutual respect among colleagues (94%).
Challenges and opportunities
While our commitment to diversity and inclusion is evident in our survey, we recognise areas where we can enhance our efforts. Specifically, employees have pointed out areas for improvement, such as promotion, personal development, and opportunities.
Only 60% of survey respondents believe everyone has equal opportunities for career progression and promotions, and just 42% feel that equal access to training and personal development opportunities is a reality. Furthermore, only 32% believed that promotion decisions are fair and transparent.
Notably, many respondents remained neutral regarding equal opportunity for career progression, personal development, and transparency around promotions (31%, 37%, and 57%, respectively).
Conclusion
Our commitment to diversity and inclusion is unwavering and ongoing. While we've made positive progress in promoting an inclusive culture, we acknowledge some areas that require further attention and improvement.
We invite our employees and stakeholders to join the conversation, challenge the status quo, and collaborate with us to create a workplace where every individual, regardless of their background, can thrive and contribute to our mission of fostering positive change in the world.
With transparency, dedication, and collaboration, Triple Line will always move towards a more inclusive future where diversity creates a brighter and more equitable future.
If you would like more information on our company's Diversity & Inclusion survey and report, please get in touch with Hannah Swan.
