Stuart

Stuart is fully committed to diversity, equity & inclusion (DEI) and we have launched a company-wide DEI plan along with local DEI committees, affinity groups and a global DEI council.

Our mission

The purpose of our global DEI plan is to foster a diverse environment of inclusion & belonging by developing inclusive talent processes and diverse leaders to enable employees to deliver results related to our company Mission.

Our values

Stuart has consciously worked for several years to foster a positive and supportive culture. These are formalised in six core values: Start With Humility, Build By Empowerment, Share Through Cooperation, Turn Facts Into Insights, Solve The Problem Right, and Think Outside The Parcel.

In short, we work together and help each other with respect, acceptance, and humility.

Some of our DEI initiatives:

• Creation of a global Inclusion Calendar made up of both daily and monthly (on a local and global level) celebrations related to various social causes, cultures, religions and sustainability topics.
• Organisation of monthly initiatives based on the Inclusion calendar. These are occasions to raise awareness and get a better understanding of DEI-related topics by inviting inspiring personalities and discussing subjects such as: Women’s History Month, LGBTQ Pride Month and Black History Month.
• Regular company-wide surveys with DEI related questions.
• DEI Committees: employee-led local committees in France, Spain and the UK whose goal is to affect culture change in each country, create opportunities for input from a broad range of employees and help senior leaders understand the complex nuances of DEI.
• Affinity groups: employee-led and facilitated groups formed around backgrounds, identities, and common interests (i.e. Parents @ Stuart, Women @ Stuart). These have helped us to foster a more positive work environment and to ensure our Stuwies feel a sense of inclusiveness and comfort within the Stuart community. 
• Training sessions for all employees to learn about DEI and related topics, such as unconscious bias training.
• Holiday "floating" days - 3 UK Bank holidays for religious holidays (Easter and Christmas) can be exchanged for equally important days in different cultures such as Eid and Diwali. 
• Workshops to review hiring processes so we can identify bias and mitigate it as much as possible to ensure we attract a diverse range of new employees.
• And many more!