This standard ensures our hiring and growth practices are inclusive, transparent, and fair-helping us attract, retain, and support diverse talent. It promotes equity in opportunity, experience, and advancement.
Aligned to our "Inclusive & Diverse Engineering Culture" policy, this standard builds stronger, more resilient teams by valuing varied perspectives. Without it, we risk bias, exclusion, and missed potential across our engineering organisation.
Clearly defined impacts of meeting this standard include improved delivery flow, reduced risk, higher system resilience, and better alignment to business needs. Over time, teams will see reduced rework, faster time to value, and stronger system integrity.
Level 1 – Initial: Hiring and promotion are informal, with limited attention to fairness or inclusion.
Level 2 – Managed: Teams adopt basic inclusive hiring practices inconsistently.
Level 3 – Defined: Inclusive hiring and progression practices are standardised and embedded.
Level 4 – Quantitatively Managed: Diversity and inclusion metrics are actively tracked and reviewed.
Level 5 – Optimising: Hiring and growth practices are continuously improved to enhance equity and inclusion across the organisation.