Energy company bp strives to be an organisation with purpose; a company that is trusted by society, valued by shareholders and motivating for everyone who works there. The energy company believes that promoting equity and inclusion goes beyond respect for human rights, worker rights and non-‎discrimination – it involves finding ways to achieve a more diverse and inclusive bp while also helping to ‎address structural disadvantages and inequality in economic opportunity and participation.‎ The company has 14 employee-run business resource groups that support engagement and help its people to feel recognised, connected and supported. These groups help to create a sense of belonging and drive delivery of its DE&I objectives and priorities. For example, more than 250 BRG members have been trained to participate in interview panels to ensure a fair candidate assessment and selection process, underpinning a commitment to driving equity in business and in society.


BT Group aims to be somewhere where every colleague feels valued, empowered and inspired to contribute to the company’s success and that of the communities it serves. BT Group firmly believes in the power of connection, the importance of everyone’s contribution, and the transformative potential of working together towards a common good. Leading by example by truly embracing diversity, equity and inclusion, BT Group has included D&I metrics into its annual bonus scorecard, so remuneration is tied to progressing towards these aspirations. BT Group was one of the first companies to voluntarily publish its UK ethnicity pay gap. The company is building teams that reflect and celebrate differences and support each other. This commitment is integral to BT Group’s purpose: “We connect for good.” By investing in ethnicity, the company is enriching its workforce and working with its supply chain to contribute to a more inclusive society.


HSBC UK serves more than 14 million customers across the UK, supported by over 20,000 colleagues. The company offers a complete range of retail banking and wealth management to personal and private banking customers, as well as commercial banking for small to medium businesses and large corporates. Its intention is to open up a world of opportunity for its customers, colleagues, communities and the planet that everyone shares. HSBC UK values difference, with diverse ideas and perspectives helping it to innovate, manage risk, and grow the business in a sustainable way.


Jacobs sets out to “challenge today to reinvent tomorrow” by solving the world’s most critical problems for thriving cities, resilient environments, mission-critical outcomes, operational advancement, scientific discovery and cutting-edge manufacturing, transforming the world for the better. Jacobs prides itself on doing the right thing by its 60,000 strong talent force and the communities it impacts, by putting diversity, equity and inclusion, safety and wellbeing, sustainability and social value at the forefront of everything it does. The company provides a full spectrum of professional services including consulting, technical, scientific and project delivery.


KPMG UK is committed to creating an inclusive environment where its 17,000 partners and employees can thrive and reach their full potential, whatever their identity or background. KMPG UK knows that diversity of experience, background and perspective is fundamental to the success of the business. To help it achieve this aim, the company has set bold and ambitious targets through to 2030 as part of its inclusion, diversity, and equity plan – Our KPMG: A fairer future for all. This includes a target for 20% of its partners to be from an ethnic minority and 5% of its partners to be of black heritage, which it continues to report against annually. The company’s senior leaders are accountable for driving change; encouraging open, safe, and inclusive conversations; and challenging themselves to confront biases and listen and learn from each other.


Lloyds Banking Group is committed to ensuring that our workforce reflects the diversity of our customer base and we were proud to be the first FTSE 100 company in 2018 to set a public goal to increase Black, Asian and Minority Ethnic representation at senior levels as part of our Helping Britain Prosper Plan.

Our ethnicity strategy is led from the top and supported by comprehensive plans to ensure we make sustainable progress, including targeted career development interventions, a robust focus on increasing visibility of role models and a range of activities to build cultural awareness understanding and advocacy across our workforce.

In 2020 we launched our Race Action Plan to drive cultural change, recruitment and progression across the Group, for which the Maturity Matrix has been a great support. The plan includes a goal to increase Black representation in senior roles to at least 3% by 2025.


Macquarie recognises that equity, success and personal empowerment must be available to all as a right, not a privilege, and that it must continue its efforts outside and inside the workplace to build a future that secures these rights for everyone. Macquarie is committed to fostering an inclusive and collaborative workplace that celebrates diversity and empowers people of all cultures, races and ethnicities. The company has a range of programmes to ensure that people from an ethnic minority are supported to succeed from day one, and resources and training are provided to upskill and encourage people to have open discussions on race. The company is also driving impact through community volunteering and youth mentoring in partnership with a number of charities in London and throughout the UK. Macquarie is dedicated to addressing the conditions that fuel inequity to create real, long-term sustainable cultural change.


NatWest is a relationship bank for a digital world. It champions potential, breaking down barriers so that the people, families, businesses and communities it serves can thrive. By supporting its customers at every stage of their lives, NatWest can build long-term value, invest for growth, make a positive contribution to society and drive sustainable returns for shareholders. We are committed to fostering an inclusive workplace and creating a diverse, equitable and inclusive culture is integral to fulfilling our purpose. It enables us to truly connect with and serve our customers and communities with the products and services they need.


Since its formation in 2015, social housing provider Stonewater has worked hard to embed inclusivity and equality of opportunity in the workplace and its services. Stonewater has committed to race equality via its EDI strategy, aiming to become consciously inclusive and customer-driven with relationships built on respect, honesty and transparency. In 2021, the organisation was accredited as an ‘Advanced Employer’ in the Ethnicity Maturity Matrix, the first housing provider to achieve a Level Three ranking placing it alongside high profile companies such as Channel 4, Network Rail and Bank of England. Stonewater’s networking group 2GeTher ensures that black, Asian and minority ethnic colleagues have a voice to continually drive forward the work towards becoming a diverse organisation, and  group members champion equality, diversity and inclusion in their daily work and shape Stonewater strategy.


UBS has a vision to “convene the global ecosystem for investing, where thought leadership is impactful, people and ideas are connected and opportunities are brought to life”. The firm’s unwavering focus on diversity, equity and inclusion is a key part of its culture and central to its future success. UBS is committed to a diverse and inclusive workplace where its employees can thrive and deliver the best possible advice, capabilities and solutions for clients, shareholders and communities. UBS sees DE&I as an opportunity to drive ambition, set meaningful goals, and ensure business-wide accountability. Only by continuing to lead by example and guiding others through its actions, will UBS make real progress, and encourage more people to follow suit, take accountability and effect change.