Policies

Global Inclusion policy

At Man, inclusion is embedded in our culture and values and in 2011 Man’s Global Inclusion policy was launched, driven by our belief that a diverse workforce is a critical factor in the success of our business.. We believe that all employees are unique individuals and that inclusion is about embracing and respecting people’s differences and individuality. The diversity of experience, perspective, beliefs, gender, nationality, ethnic origin and sexual orientation of our employees enhances the creativity and effectiveness of our business and the service to our clients.   

A diverse workforce is a critical factor in the success of our business.

Man is opposed to discrimination in any form and complies with appropriate legislation in all countries where it operates. As a minimum, Man does not discriminate on the basis of:

• Age
• Disability
• Gender
• Marriage and civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Gender reassignment
• Sexual orientation

The employment and human resource policies in businesses around the world are coming under increased scrutiny.. Subsequently our shareholders, clients and regulators expect us to be able to demonstrate that we have appropriate policies and procedures in place to recruit, develop, retain and promote the best talent available.  When recruiting externally we specify 50% of long list candidates should be female with an absolute minimum of 20%, taking into account candidate availability. Over and above external scrutiny is our own desire to have access to the widest possible pool of talent in all functions and at all levels of the Group. Although the Executive Committee and Human Resources are responsible for setting policies and standards of recruitment and development, the responsibility for implementation and for creating an appropriate culture lies with all employees, especially those in management.

Man has developed practices and policies to foster inclusion in respect to:

• Enabling individuals to balance their lives
• Respecting the needs of individuals
• Respecting the personal needs and cultures of individuals
• Promoting fairness in recruitment and selection
• Supporting and developing the potential of all individuals

Fair employment practices

Our People policies ensure that Man is a productive, fair and enjoyable place to work. We continually review our policies and procedures, ensuring that they are always fully compliant with the law.

Grievances and whistle blowing

As a company we try to make sure our employees never have reason to complain. However, problems may arise and if they do our grievance procedure aims to help the company resolve any issues raised by employees. If a member of staff is dissatisfied with any aspect of their employment, we try to resolve the matter informally by discussing it with the individual and their immediate manager. If this is not appropriate, then a member of staff can discuss it with their Business Unit Head or a member of the Human Resources Department. If a grievance cannot be resolved informally, a formal procedure is in place to achieve a fair resolution, with a right of appeal if necessary. We explicitly hold and state that whistle blowing is not only acceptable but, where necessary, required.

Bullying and harassment

We operate a zero tolerance approach to bullying and harassment and expect and require all employees to treat each other professionally. Any behaviour that is deemed to be either bullying or harassment is viewed as gross misconduct and is likely to lead to dismissal.