Diversity Policy
Date: 28 March 2022
Document Status: Published
Classification: External
Diversity and Inclusiveness Policy
Bravura Solutions Limited and its subsidiaries (the Company)
1. Introduction
As a core value, Bravura Solutions recognises Diversity and Inclusiveness (D&I) as crucial to ensuring business growth and performance. We want to encourage and maintain an inclusive culture that is reflective of the communities in which we live and work, and the markets in which we operate. We understand that by each employee bringing the strengths of their background, capabilities and experience to work, we hold a key competitive advantage. Bravura Solutions makes sure that everyone can do this by encouraging a culture of appreciation and respect. Our core values of collaboration, diversity and excellence champion the foundations of our aspiration.
We are committed to respecting the diversity of our employees, customers and stakeholders and creating a culture of inclusiveness that is embedded in our workplaces and day to day practices. Through diversity comes our ability to innovate. Our diverse and inclusive working culture helps Bravura Solutions to see innovation and efficiency from all angles, as well as attracting, retaining, and developing the talent we need. We also believe that a broadly representative and diverse workforce ensures we are in a much better position to support stronger relationships with our customers.
This policy will be regularly updated to reflect the continuous nature of our D&I commitment and the initiatives on which we focus.
1.1 Scope
This policy applies to:
▪ Bravura Solutions' Board of Directors
▪ Bravura Solutions' Executive Leadership
▪ All employees of the Bravura Solutions group of companies, and contractors within our organisation
▪ Those seeking employment within Bravura Solutions
Our D&I policy encompasses differences in ethnicity, nationality, gender, identity, age, orientation, religion, socio-economic status, working and thinking styles, physical ability, experience, and education.
This policy should be read in conjunction with other Bravura Solutions policies which support the expected behaviours of its employees, including:
▪ Code of Conduct
▪ Regional Flexible Working Policy
▪ EMEA Anti-Harassment Policy
▪ APAC Respectful Work Policy
▪ Global Recruitment Policy
1.2 Objective
As part of our commitment to D&I, we focus on three primary pillars. Through various enablers such as surveys, leadership programs and ongoing initiatives, managed by Executive Sponsorship and Governance, our goal is to ensure:
Diversity of Talent - Building the diversity of Bravura Solutions' workforce profile across all functions and regions
Inclusive Culture - Supporting the opportunity for all staff to succeed and progress within Bravura Solutions by developing inclusive leadership capabilities and an inclusive culture
Effective Work Practices - Enhancing Bravura Solutions' work practices to support the achievement of our D&I strategy
2. Approach to Diversity and Inclusiveness
2.1 Our Diversity Statement
▪ We treat each other respectfully and value the diversity of our backgrounds, strengths, experience and ideas. Through diversity comes our ability to innovate
▪ We are respectful, open and honest, and value the perspectives of those who are different from us
▪ We make a positive difference by combining our skills and talents in diverse teams
▪ We seek to understand each other and what we bring and contribute
▪ We constantly seek out new ideas
▪ We recognise that the way we did things yesterday may not necessarily be the way we do things tomorrow
2.2 Recruitment and Selection
Bravura Solutions always aims to recruit the person who is most suited to the job. Recruitment will be solely based on the applicant's abilities and individual merit as measured against the criteria of the job.
Bravura Solutions recognises the importance of using gender neutral language and will continue to review and de-code recruitment material to ensure the absence of gender specific language with the aim to attract as diverse a candidate pool as possible.
We aim to recruit from a diverse pool of qualified candidates, including where appropriate engaging a professional search / recruitment firm, advertising vacancies widely and making efforts to identify prospective employees who have diversity attributes.
We are committed to ensuring that application and shortlisting decisions are based on the principle of merit, with a consistent approach adopted globally. Appointment decisions based on "protected characteristics" such as but not limited to gender, age, disability, sex, gender reassignment, pregnancy, maternity, race, sexual orientation, religion or belief, will not occur.
In accordance with applicable legislation, candidates should also be asked to advise of any arrangements or reasonable adjustments that could be made to allow them to fully participate in the selection process.
We encourage all interviewers to attend unconscious bias awareness training before being invited to interview to guard against any biases that might discriminate against certain candidates. Those conducting interviews will ensure that the questions they ask job applicants are not in any way discriminatory or unnecessarily intrusive.
Where possible, final interviews are carried out by a minimum of two people from mixed gender to avoid any possibility of gender bias.
Employees involved in the recruitment process are supported by our recruitment teams and trained to ensure that they respectfully manage sensitive issues with understanding. In scenarios relating to the recruitment of transgender or non-binary candidates, the recruitment team will follow non-disclosure processes and the management of identity documentation in a professional and sensitive manner, in accordance with anti-discrimination legislation.
Throughout the candidate onboarding process, Bravura Solutions will seek to understand individual requirements of the candidate and to ensure we accommodate these needs as far as possible. This may include flexible working arrangements, accessibility measures and adjustments to the working environment.
2.3 Talent and Development
At Bravura Solutions, we encourage and support growth and development opportunities among all of our people regardless of background. Our merit-based talent management and succession planning processes identify high potential talent from a range of backgrounds.
We reward excellence and promote on the basis of performance. As part of our Management Development Program, people managers are equipped to manage diversity, foster an inclusive work environment and ensure their teams are treated fairly and performance evaluated objectively.
2.4
Inclusive Culture
Our culture is strengthened through recognising innovation and encouraging a diverse range of views in a safe environment.
We actively listen to our people's concerns through surveys and build action plans to address identified issues and strive for clear communication between our leaders and employees.
Bravura Solutions supports our people's mental and emotional wellbeing by providing access to third party Employee
Assistance Programs and our own in-house wellbeing initiative, bWell.
It is the responsibility of all employees at Bravura Solutions to ensure their behaviour is consistent with our core values.
2.5 Remuneration
We act to ensure equal opportunity for our people through regular remuneration reviews to identify any gender pay gaps, attract and develop diverse talent and educate our people leaders on unconscious bias.
Via the Remuneration and Nomination Committee, the Board formally approves the overall remuneration framework across the organisation, with consideration given to alignment to investor expectations, gender pay consistency and the absence of systemic bias.
2.6 Flexible Work
As part of our focus on ensuring effective work practices, Bravura Solutions recognises the importance of supporting our people to achieve balance between their work and care responsibilities and we seek to remove perceived barriers to success by supporting our people to achieve their full potential. It is of crucial importance to Bravura Solutions to be well positioned to attract and retain the best talent for our organisation, regardless of personal circumstances.
We understand that employees (male and female) at all levels may have family or other domestic responsibilities and recognise that adopting flexible work practices may assist them to meet those responsibilities. We aim to create an inclusive environment for our employees working flexibly by maintaining their connection with the Bravura Solutions family, including by facilitating their attendance at work functions, events and training programs.
2.7 Training
Bravura Solutions ensures all employees undertake regular compliance training in relation to anti-bullying and harassment, discrimination and our overarching Code of Conduct.
3. Responsibilities
3.1 Responsibilities of Employees
▪ Promptly complete all compulsory training including induction and refresher training
▪ Display our core values of Excellence, Collaboration and Diversity and the behaviours expected as a Bravura Solutions employee
▪ Understand what it means to value diversity and an inclusive culture and ask questions when unsure of how you can contribute
▪ Respect others' differences
▪ Challenge behaviour that is inconsistent with what is communicated in the policy. Speak up via the anonymous whistleblower hotline or to HR if you experience or witness non-inclusive behaviour. Our Whistleblowing Policy can be found on our website.
3.2 Responsibilities of People Leaders
▪ Ensure team members promptly complete compulsory training
▪ Role model and encourage desired behaviour
▪ Create an inclusive environment within your team which encourages open dialogue and values diverse perspectives
▪ Ensure an open line of communication with your direct reports and ensure they feel safe and supported when raising issues
▪ Actively identify and address any barriers to your team's success and the equality of their opportunities
▪ Consider both employees' needs and business needs when applying this policy
3.3 Responsibilities of the Diversity and Inclusiveness Leadership Team
Our commitment to an inclusive culture is led by our D&I Leadership Team, which is responsible for ensuring that our D&I strategy is articulated in our day-to-day practices and reflected in our strategic direction. The Leadership Team is responsible for:
▪ Acting as ambassadors to drive and promote benefits of D&I
▪ Holding our employees to account
▪ Understanding the issues on the ground and providing strategic guidance to the business to help prioritise and develop initiatives and processes
▪ Monitor and review progress and success of initiatives relating to D&I
▪ Establishing measurable targets which help inform our published D&I targets
3.4 Measurable Objectives
The Company will set and implement measurable objectives to achieve gender diversity.
Management will develop, for approval by the Board or its relevant subcommittee, as appropriate the measurable objectives.
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