Diversity & Inclusion
Ultra is committed to maintaining a work environment which provides equal opportunities for all employees, regardless of nationality, gender, ethnic background, sexual orientation, religious beliefs, marital status, disability or age. We strive to build and nurture an inclusive workplace in which all our employees give their best for our customers and are recognised and rewarded for their contribution.
In 2020 the Group hired our first Head of Diversity and Inclusion to progress our initiatives, for example; unconscious bias workshops, ‘Strategies for Success’ future female leaders programs and our ‘Uniquely Ultra’ employee diversity focus group.
The Group complies with all applicable employment rights and legislation in the countries in which it operates. Ultra uses rigorous recruiting practices to ensure the best candidate is selected, based on objective requirements and assessments.
Ultra acknowledges the UN Guiding Principles on Business and Human Rights and adheres to all relevant government guidelines, designed to ensure that its products are not incorporated into weapons or other equipment used for the purposes of terrorism, internal repression or the abuse of human rights. Ultra does not export or provide defence equipment or services to any country that is subject to United Nations Security Council (UNSC) sanctions regimes, nor prevented by the 5 eyes governments.
Ultra does not manufacture, distribute, sell, maintain, or acquire controversial weapons (including cluster munitions, anti-personnel land mines, and chemical and biological weapons). Ultra does not manufacture nuclear weapons.
Ultra’s Board requires that the Group should, at all times, be a responsible corporate citizen and, as such, the Group complies with all applicable legislation in the countries in which it operates.
We recognise our responsibility to respect the human rights of every individual who works for us – either as an employee, through our supply chain or within one of our communities close to our operations – as set out in the International Bill of Human Rights, and the eight fundamental conventions on which the United Nations Guiding Principles on Business and Human Rights are based.
If any of our employees have concerns about human rights issues within the business and they feel they are unable to raise concerns through normal reporting lines, they can raise concerns through the Speak Up platform, which is our independent whistleblowing hotline and portal. Our modern slavery statement can also be found here.
Gender pay gap
The Gender Pay Gap (GPG) measures the difference in average earnings for men and women within an organisation.
In accordance with legal requirements, all data is based on figures gathered on the ‘snapshot’ date for businesses in England, Scotland and Wales. GPG mean and median figures are reported as a percentage of men’s earnings.
The Gender Pay Gap differs from equal pay, as the latter is the legal requirement for men and women to be paid the same for performing identical work, or work of equal value.