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Diversity and Inclusion

Diversity and inclusion

People are at their most productive when they are included and valued.
That’s why diversity and inclusivity are key to our business strategy.

We have an active, employee-led staff network – Encompass – which helps to drive our work around diversity and inclusion, as well as providing networks of support for our team.

Groups within the Encompass family include Carers Network, Race Equality Group, Gender Group, LGBT+, and Ability Action. Encompass has a clear mandate to encourage self-learning, reflection and open dialogue. The work of the individual Encompass groups is also collaborative, recognising the intersectional nature of discrimination and disadvantage.

Since 2018 we have published data on our gender pay gap and in 2021 we added our ethnicity pay gap data – both statements are included in our [annual report].

We encourage open discussion on issues of race and ethnicity and regularly invite key speakers to broaden our understanding of issues around inclusion. Read more here

We actively seek ways to reduce unconscious bias in our decision-making, using a network of trained Diversity and Inclusivity Champions. Read more here. 

We are signatories of the Ban the Box campaign, which seeks to reduce the barriers to employment for people with convictions. Read more here

Tideway has been recognised as a Times Top 50 Employer for Women, and ran a successful returners programme to help people return to the workforce after an extended career break. Read more here

We offer a guaranteed interview scheme for suitably qualified applicants and we are a Disability Confident Committed Employer

Tideway is Stonewall Diversity Champion, we have been shortlisted at the British LGBT Awards three times, and in 2021 were ranked as as one of the 'Top 10 Inclusive Companies' in the UK. Watch our Pride in London film below.

Tideway at Pride

GENDER AND ETHNICITY PAY GAP

We report these figures because we believe it is important to continue to improve diversity in the construction industry, particularly at senior levels. Whilst we have always had an ambition to address this imbalance, we recognise there is more to do. Turn to page 113 of our Annual Report to read about our gender and ethnicity and pay gap reporting.

Annual Report 2020/21 about GENDER AND ETHNICITY PAY GAP

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