41061 Unite AR22 HI-RES WEB-READY - Flipbook - Page 118
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THE UNITE GROUP PLC | Annual Report and Financial Statements 2022
NOMINATION COMMITTEE continued
At the invitation of the Committee, other people may be
invited to attend meetings of the Committee if considered
desirable in assisting the Committee in fulfilling its role.
Role of the Nomination Committee
The role of the Committee is to:
•
Ensure that appropriate procedures are adopted
and followed in the nomination, selection, training,
evaluation and re-election of Directors and for
succession planning, with due regard in all cases to the
benefits of diversity on the Board, including gender.
•
Regularly review the structure, size, composition,
skills and experience of the Board and to make
recommendations with regard to any adjustments
considered necessary.
•
When it is agreed that an appointment to the Board
should be made, lead a selection process that is formal,
rigorous and transparent.
•
Be responsible for identifying, reviewing and
recommending candidates for appointment to
the Board.
Review of Board composition
and succession planning
At the start of 2022 and conscious of the tenure of
longer standing Non-Executive Directors, a dedicated
sub-committee was created to oversee the search for
a new Non-Executive Director with assistance from an
external search consultancy, MWM Consulting. MWM is a
signatory to the Enhanced Voluntary Code of Conduct for
Executive Search Firms and has no other connection with
the Company or any individual Directors. Following an
extensive search, Nicky Dulieu was appointed as a NonExecutive Director on 1 September 2022, bringing wideranging consumer and finance experience to the Board.
The Committee believes the Board currently has the correct
balance of skills, experience, independence and knowledge,
however, notes that additional diversity would strengthen
the Board. Consequently, in late 2022 the Committee
started the search for an additional Non-Executive Director
who brings additional diversity to the Board. MWM
Consulting has also been appointed to support this search.
Board succession planning for executive roles is also
considered by the Committee, looking to ensure the
business has a deep, diverse and inclusive talent pipeline
for future Board appointments. As an integral part of
executive succession planning, the Committee oversees
our talent mapping to ensure we are growing and nurturing
our talent and developing our high-performers’ potential.
Our diversity and inclusivity initiatives (outlined below) are
aligned with this succession planning.
Diversity and inclusion
The Board recognises that diversity and inclusion is
fundamental to the culture of the Group, our purpose
of Home for Success and ultimately our long-term
sustainability. With employees a key stakeholder and at
the heart of our business, the Board’s focus is on creating
a workplace where people feel they belong and can bring
their whole and true selves into the workplace. Our values
recognise this, especially “creating room for everyone”.
The Board continues to oversee the development and
growth of our Culture Matters forum created in 2021
to ensure the employee voice is “front and centre” in
supporting the shaping of our People strategy and
consulting on strategic change. Through listening and
learning from across the business, we launched our first
Diversity, Equity, Inclusion, Belonging and Wellbeing
strategy, We are US, in 2022. This strategy is authentic to
the business and recognises our responsibility to create
healthier and happier workplaces, striving for more
equitable and sustainable futures.
Board Diversity Policy
The Board and Nomination Committee drives the agenda
for diversity across the business. We are making progress,
but recognise we need to do more.
The objectives of the Board’s Diversity Policy are to ensure
that Board and Committees of the Board appointments:
(a) are made on merit and relevant experience, while
taking into account the broadest definition of
diversity (which includes factors such as ethnicity,
sexual orientation, disability and socio-economic
background, as well as age, gender, education and
professional background); and
(b) ensure Unite has, on an ongoing basis, the most
effective Board and leadership team to operate the
business for the benefit of all its stakeholders.
