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Building a business where everyone can thrive

At Convatec, our colleagues represent multiple nationalities as well as many cultures, backgrounds and beliefs. We recognise that we will only grow together and improve care if we harness the power of our differences and encourage diverse thinking. Our colleagues, regardless of background, should feel included, valued and respected because people are the best version of themselves when they feel they are being treated fairly and respectfully.

See this overview for more information on our approach.

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Our activities help us:

Cultivate an inclusive culture for our colleagues
by developing leaders, improving performance and equal opportunities, and making our employees' voices heard.
Build a diverse workforce across our leadership
by strengthening our approach to talent acquisition, progression and employee networks.
Support wellbeing as a priority for colleagues and the wellbeing of others
by sustaining our focus on ways of working, workplace culture, environment, health and safety and employee recognition.
Enhance our reputation through leveraging our scale, partnerships and programmes
that build pride within Convatec, encourage positive change beyond our organisation and strengthen how we communicate our successes.

Embracing differences and fostering inclusion has always been important for Convatec. We are proud of what we have achieved so far and are committed to taking action in line with our strategic framework so that Convatec is a place where everyone can thrive and feel like they belong.

Our actions so far

Established monitoring of key employee metrics through our HR systems and review annually with the Board
Increased promotion rates of women overall and increased female representation in both our Board and CELT membership to 44%, and to 45% in our senior management team
Continued to close the Gender Pay Gap (UK) from 3.8% in 2023 to 1.93% in 2024 (measured by mean average hourly rate of pay)
Launched additional Employee Resource Groups (ERG), including Latinx, for our Latin America community in 2023, followed by Ability Network for disability and neurodiversity, and REACH, our ethnic diversity network for the UK in 2025
Committed to increasing the number of emerging leaders who have relevant technical and vocational skills, building core capabilities and training the next generation through apprenticeships graduate placements and internships
Introduced industry leading equal parental leave policy, enabling employees to take leave regardless of parental role

What we will do

Our commitments from 2025–2027:

Continue to strengthen representation in senior management
Continue to strengthen our workforce with equal opportunities, equally focusing on creating employment opportunities for people with disabilities
Strengthen our culture by building more inclusive leadership capabilities, ensuring consistent offering for pay structure, benefits and work flexibility for all types of employees, while continuing active mentorship and sponsorship of diverse talent
Advance talent acquisition practices to better recruit, hire and retain talent
Actively engage with diverse talent to enhance retention
Continue to elevate our focus on wellbeing, resilience and the societal role of our workforce, creating a compelling employee value proposition as a great place to work
Measure progress over time, including scoping what systems, policy and procedural changes will be required to bring our commitments to life

For more information on our approach, and more examples of how we celebrate colleagues, see this overview.