Our team of colleagues represents dozens of nations, embodying numerous cultures and many different perspectives. We embrace these differences and promote actions and behaviours that will deliver an inclusive and supportive work environment where every member of the Smiths team feels that they belong and can be the best version of themselves.
We provide equal employment opportunities. We recruit, support and promote our people based on their qualifications, skills, aptitude and attitude. In employment-related decisions, we comply with all applicable anti-discrimination requirements in the relevant jurisdictions. We have zero tolerance for discrimination, harassment or retaliation.
Inclusion at Smiths is about making sure that we have an overall culture that welcomes all persons and that each of our site cultures works for everyone at that site. One size does not fit all, but both our Values and the Smiths Leadership Behaviours articulate how we expect colleagues to behave and lead others with respect and understanding.Our purpose and culture
Gender diversity at Smiths
We value diversity of all kinds, and are specifically focused on increasing gender diversity at all levels of the organisation and in all types of role.
This means ensuring that we both understand and fix the factors that may be impeding the progression of women at Smiths. Our target is for 30% of senior leadership positions to be held by women by FY2024.The Smiths Value Engine
of our colleagues are female
of our Executive Committee members are female
of our senior leadership positions are held by women
of our Board Directors are female
Diversity and inclusion initiatives
Maternity Buddy programme
Our new Maternity Buddy programme offers peer-to-peer support for Smiths women navigating pregnancy at work and preparing for, or returning from, maternity or adoption leave. It builds on our global Parental Leave Policy, giving colleagues who are primary caregivers a minimum of 16 weeks of paid leave when a child is born or adopted. Women often report unease navigating pregnancy at work, and that the transition back to work after maternity or adoption leave can feel difficult. The informal scheme is designed to help women in this key transition period and help us to retain female talent.
Women in Engineering partnerships
We have partnerships with WES (Women in Engineering Society) and SWE (Society of Women Engineers), which are significantly expanding engineering networks for our female colleagues.
Employee resource groups
We have established several employee resource groups across the company including Veterans, LGBTQ+, Black Employee Network and Women@Work groups.