We remain focused on evolving the way Cadent looks, feels and operates, to create an inclusive place to work where people can thrive and have a positive impact on the future of the business. We’re already making great progress, but we know meaningful change takes time and hard work. We’re committed to focusing our efforts on the following areas:
We continue to strive to become an anti-racist organisation, because in a world where racial equality is still not a reality, it is critical that we take positive action. We are Race Equality Matters Bronze Trailblazer accredited, making a public commitment to improving equality of opportunity in the workplace.
We have made changes to ensure that all managers progress towards market reference salary within a reasonable time frame. This will mean that within the last two years, ethnically diverse and female colleagues, both entering Cadent and already employed in leadership roles, will reach market reference quicker than in previous years.
We have reviewed and revised our internal EDI ambitions to ensure they remain challenging yet attainable. Our goal is to concentrate our efforts on key areas to drive meaningful progress, the relevant ambitions for this report are:
This allows us to focus on specific areas within recruitment or developing talent, to support closing the pay gap and increase levels of diversity. We appreciate increasing diversity takes time and we are developing our talent pool to help us achieve this. We have made positive steps towards our ambitions and achieved our ambition of 14-16% Managers/Heads of function from Ethnic Minority backgrounds (we currently sit at over 18%).
Our Embrace community hosted a Black History Month event at our headquarters in Coventry, welcoming representatives from GDN’s such as Southern Gas Networks, Northern Gas Networks and Wales and West Utilities. Through collaboration we aim to drive sector-wide engagement and attempt to tackle ED&I challenges together.
Source: Pay Gap Report 2024/25, page 9:
