Pledges from The Adaptavist Group

Starting in April 2025, we are launching two leadership training programs: one for new managers and another for emerging leaders. The initial pilot will take place in the UK, with the first cohort exclusively for women, before expanding globally and exploring broader enrollment opportunities. This initiative strengthens our leadership pipeline, enhances succession planning, and fosters greater diversity in our upper three quartiles.

We are committing to topping up birthing parents' leave entitlement to six months of full pay and three months of full pay for non-birthing parents, no matter where you are in the world. The tenure element of leave has also been removed, encouraging retention and working towards attracting diversity in the candidate pipeline.
Our goal is to support new parents financially, allowing them to focus on their growing families and return to work with confidence. By increasing leave for all parents, we're promoting greater balance at home and in the workplace—ensuring that career progression and opportunities are more equally shared.

We are introducing a new Time Away Policy to support women's health with dignity and openness. It includes time off for menstrual health, PCOS, endometriosis, menopause, fertility treatments like IVF, and more. Beyond policy, this is about breaking stigma and ensuring women feel seen, heard, and supported at work.

Our commitment to unconscious bias training is now in place for all hiring managers, with a company-wide rollout to all employees planned for 2025. Our role grading review will continue to build greater fairness and consistency. We are also committed to broader transparency and soon published our first Global Pay Gap Report, which can be found here. It provides a clearer view of where we were as of April 2024 and allows us to create a plan for improvements, not just in the UK but for all our team members, regardless of location.

In our 2024 UK report, we committed to reviewing how we grade, define, categorize, and band job roles across the company. To lead this effort, we established a dedicated working group called 'Project People.’ This ongoing work examines our current approach to remuneration, promotions, and pay increases. A new working model has been developed and is now being tested, with plans for a company-wide rollout and clear communication. This will enable more detailed reporting, helping us identify key areas for improvement.

As we continue to focus on closing the gap, we are committed to exploring innovative approaches to diversifying talent. HR and the People Experience team have partnered to explore an early careers programme that supports our succession planning and helps us to identify roles and skills for the future. While we are early on in our discussions, we anticipate a programme launch within the next 12 to 18 months.