17th March 2021

A global business, Royal HaskoningDHV promotes a culture where all employees recognise the value that a diverse and inclusive workforce brings. We aim to ensure that no employee or applicant for employment is discriminated against, directly or indirectly, on the grounds of gender, marital status, disability, race, colour, nationality, ethnic or national origin, religious or political belief, age, social background, contract term, working hours, sexual orientation or any other personal characteristic. The Company commits itself to actively promote equality, diversity and inclusion and will offer fair treatment in every aspect of work life. We will regularly review policies, procedures and practices under regular review to ensure that people are not unjustifiably disadvantaged by conditions or requirements.


During 2020, we undertook various initiatives towards these aims. We have expanded the remit of our current Equality, Diversity and Inclusion policies in the United Kingdom and the Netherlands, and are developing these towards a global policy and practices. Our global equality, diversity and inclusion (EDI) lead is heading a network of EDI ambassadors to ensure consistency of EDI practices while taking local knowledge, cultural differences and political and socio-economic considerations into account. Employee networks for disability, LGBTQ+ and diverse ethnic backgrounds have developed to inform and advance our practice and understanding of every individual’s lived experience. These networks are not exclusive, welcoming allies who help drive change to ensure inclusivity.



Our corporate mentoring schemes and Future Leaders programme support the development of skills within all our teams. We have delivered unconscious bias awareness training, and are undertaking a deep review of our recruitment practices to ensure there are no invisible barriers for applicants. We are also actively developing a longer term strategy of developing an apprenticeship programme in the Environment field, challenging assumptions about traditional routes into the profession and with an aim to reach a greater number of applications from underrepresented people.