We all deserve to feel that we belong and can be at our best, so it is our mission to create an inclusive workplace that promotes equality and values diversity. Regardless of age, ability, gender identity, race, gender, sexual orientation, or beliefs we want our people to have the freedom and opportunity to be their authentic selves with us. We will not tolerate conduct that compromises people’s position in the organisation including but not limited to; direct and indirect discrimination, harassment and victimisation.

“Diversity and inclusion is about creating an environment where we can all be valued for the qualities that we bring to an organisation, regardless of who we are. Being inclusive requires us all to be open minded to the world around us and, in doing so, enables greater innovation. Equity, Diversity and Inclusion (EDI) is going to be high on the agenda for us going forward. In order to really progress we need to take action at every level. As a company we have developed our EDI strategy, we have incorporated EDI into the performance measures of our leaders and we will implement the EDI policy standards rigorously."

Lynne Watson, VP Human Resources, Thales UK

As a leader in aerospace, space, defence, security and transportation, the Group employs some of the most highly skilled people across the globe. Our employees work in a dynamic, collaborative and inclusive work environment to deliver innovations that make tomorrow possible today.

The collective intelligence and creativity of 80,000 people in 68 different countries who are passionate about what they do, their jobs, the technology, and who push themselves every day to reach the level of performance that Thales expects, these are our most precious resources.

We are committed to our employees and therefore provide initiatives that deliver professional development opportunities, meaningful missions and programmes, teamwork and a multicultural environment to bring out the best in everyone.

Diversity is getting the mix right…and inclusion is making the mix work.

Our commitments

1. Talent pipeline, recruitment and development.

Increasing diverse representation at Thales through inclusive attraction, recruitment and development, and we take steps to ensure employment decisions are objective and unbiased.

2. Listening and representation.

Building a deeper and clearer understanding of our people by gathering diversity data and insights from employees through conversation channels and representative groups.

3. Education and awareness.

Providing employees with opportunities to increase their individual understanding and awareness of EDI and the impact each of us has on culture and inclusion.

4. Policy, process and enablement.

Updating and reviewing our people-centred policies and guidance, and implementing robust procedures to address bias and unacceptable behaviour.

5. Culture and climate.

Embedding EDI in all business activities and decision making through effective leadership, communication and business practices.

6. Benchmarking and striving for excellence.

Setting clear goals for continuous improvement and striving for excellence in all areas through collaboration with specialist organisations. Assessing the effectiveness of our interventions and continuously reviewing and updating these goals to be both achievable and aspirational.