Diversity and Belonging
Providing workplaces where our people feel welcome and free to bring their whole selves to work is important to us. Our culture is one of inclusion, where all people are welcome.
Fostering diverse and inclusive work environments is a priority for us. We strive to cultivate a culture of connection and collaboration as we work together towards our vision and achieving our business strategy.
Our culture is one of inclusion
Atlas Arteria’s climate-related scenario analysis covers both physical and transition risks and opportunities across the entire portfolio. It draws on publicly available information from the Intergovernmental Panel on Climate Change (IPCC) for physical risks and the Network for Greening the Financial System (NGFS) for transitional risks. Additional insights from the International Energy Agency (IEA) are also incorporated in our transition risk assessment.
For physical climate risks, we utilised data from the IPCC’s 2022 Representative Concentration Pathways (RCPs), specifically looking at RCP 2.6 (low emissions) and 8.5 (high emissions). The RCPs describe different levels of GHG concentration trajectories and the associated potential future physical impacts.
Climate modelling was undertaken to support the assessment of physical climate risks, providing insight into possible changes in the local environments of our businesses. Based on data availability and motorway attributes, we explored possible future business impacts arising from key climaterelated variables, including flooding, wind speed, snowstorms, extreme precipitation, landslides and heatwaves. Resulting business impacts considered included increased maintenance and repair costs, reduced revenue (e.g. due to inaccessibility of the motorways or reduced customer use) and increased health and safety risks to customers and employees.
For transition risks, scenario analysis drew on information from the NGFS, utilising the Net Zero (Orderly Transition) and Current Policies (Hot House World) scenarios (see table below). Each scenario presents a different set of considerations, for example on climate policy, emissions and temperature.
|
Target |
2024 Performance |
|---|---|
|
Diversity Maintain 40:40:20 commitment 1 to gender balance and evolve representation across and within specific teams |
50% each gender at Board level among Independent non-executive Directors
36% women at senior executibe level
46% women across all Atlas Arteria employees 2
|
Workplace inclusion and safety
Atlas Arteria is committed to fostering a workplace free fromunacceptable workplace behaviour such as sexual harassment, sex-based harassment and other forms of unlawful conduct. Our Appropriate Workplace Behaviours Policy builds on our Code of Conduct. It sets clear expectations of behaviour, expressly prohibiting bullying and harassment, including sexual harassment, sex-based harassment and other forms of unlawful conduct, which are behaviours that destroy trust and undermine the inclusivity of workplacesocial risks in the workplace.
Committed to equitable pay rates
Atlas Arteria is committed to ensuring our pay rates are equitable across the business. While the Workplace Gender Equality Agency (WGEA) does not currently capture our data in its reporting (as Atlas Arteria is well below the threshold of employee numbers for reporting and therefore classified as a ‘non-qualifying company’), we strive to ensure our policies and practices are fair and free from systemic inequalities. In 2023, we completed a full benchmark of all roles, and the results informed our annual remuneration review. These processes seek to remove gender bias and ensure a fair and consistent process for all employees.
Insights into the lived diversity
Undertaken in 2022, provided valuable insights into the lived diversity experience in our business. The diagnostic is an anonymous voluntary tool that asks employees to share personal information. We know that it will take time for all employees to feel comfortable to take part and trust how the data will be used so it was especially pleasing to have a response rate of 87%
In 2023, we acted on the feedback and recommendations arising from the diagnostic. In particular, we sought additional ways to foster an environment where everyone feels supported at work and empowered to speak up and continue
As a result, we developed the Building Trust program in the last quarter of 2023, which has been very well received. The program was delivered within functional teams initially to ensure people felt ready, willing and able to look for ways to strengthen trust in their immediate teams. sessions were also held with the full corporate team to identify common challenges and opportunities. The program will continue in 2024, aiming to help individuals and teams thrive and to support regulatory changes related to psychosocial safety
