FORSTER COMMUNICATIONS – IMPACT REPORT 2021-22 A FAIRER SOCIETY FOR EVERYONE OURSELVES WE KNOW WE ARE NOT DIVERSE ENOUGH AND ARE WORKING TO MAKE OUR TEAM MORE REPRESENTATIVE AND INCLUSIVE, WHILE LISTENING TO OUR PEOPLE AND DOING EVERYTHING WE CAN TO HELP THEM STAY WELL. We made recruitment more inclusive The results gave us a clearer picture of We made progress on pay We published a new diversity, equity and the makeup of our team and established Having a majority male board skews average inclusion policy, including changes to how we a baseline for measuring progress. pay and means we have a gender pay gap attract and recruit new colleagues. We actively The survey also identified areas where we can of 33.5%. However, this is down from 34.6% seek applicants from minority backgrounds, improve. More than half (56%) of the team said in the previous year. The ratio of highest to and we’ve committed to interviewing any that we could do more community support, lowest pay was 3.3 , reflecting our commitment candidate with a protected characteristic while 43% said they did not understand our to pay equity. who meets the criteria for the role. We also benefits package. We’re now reviewing these More suppliers pay the real living wage changed the way information on candidates areas as part of our commitment to being a is presented to remove selection bias. leading B Corp and a great place to work. Three more of our suppliers joined us as We measured how diverse we are members of the Living Wage Campaign during We employed more women the year, an increase of 21% over 2020-21. We extended our annual culture and wellbeing We increased the proportion of our workforce We’ve been members of the campaign since survey to include questions on sexuality, who are women during the year to 62%, up by 2014 and encourage all our suppliers to join. disability, ethnicity, gender identity, 7% on 2020-21 – but the majority of our neuro-diversity and economic background. directors are men. We are working to achieve a better gender balance through promotion of talented female staff into senior roles. 14