Sustainability Report 2016

Our people

Creating opportunities

Our ability to attract, develop, reward and retain our talented employees is central to our business strategy and vital to our future. We want to hire motivated people and ensure that our leaders and culture nurture and support their development and success.

In the past year, we had to manage carefully our workforce to reflect challenging market conditions around the world. ERM's year-on-year voluntary turnover increased from 10.9 percent to 13.3 percent in FY16. While this figure is below our industry’s average, we take all employee turnover seriously and are continuing to monitor this KPI closely. We ended the year with 4,450 full-time equivalent (FTE) employees, a decrease from 4,800 FTE employees at the end of FY15.

The majority of our workforce consists of permanent employees, supplemented by other types of employment arrangements to suit local operational requirements.

For a detailed breakdown of ERM's workforce by employment type, see our supporting data section.

Work-life balance

Our business sometimes demands long hours, frequent or extended travel and deadline pressures. Within this context, ERM strives to maintain an appropriate work-life balance for its employees.

We recognize that our employees face a variety of demands both within the working environment at ERM and outside of work, including family commitments, study and other personal pursuits. We strive to provide flexible working arrangements, where feasible, and offer technology solutions to help our employees manage their day-to-day demands. We also provide flexible working opportunities for certain groups, including new parents, in keeping with relevant employment laws.

We encourage the promotion of healthy lifestyles. In many of our locations, employees take an active role in identifying and implementing well-being initiatives, such wellness activities, gym memberships, team sports, recognition of special family days and fresh fruit supplies in the office.

Diversity and inclusion

Our employees create the unique culture of ERM. We seek to provide a work environment where all employees have an equal opportunity to reach their full potential and contribute to ERM’s success. We want the diversity of our workforce to reflect the diversity of the communities in which we do business.

Through our policies, we prohibit discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, veteran status or any other category protected by the laws of the communities in which we do business. Our commitment to diversity and equal opportunity employment means that we:

  • Recruit, hire, train and promote on the basis of equal opportunity;
  • Provide a workplace free of discrimination;
  • Maintain a workplace free of harassment;
  • Foster a workplace with access to opportunities; and
  • Treat each other with respect and dignity.

We set a KPI for FY16 to develop specific diversity and inclusion strategies in each of our operating regions. These strategies have been completed and their implementation is now underway. These strategies are designed to meet local objectives, while aligning with global initiatives

In FY17, ERM will roll out "unconscious bias training" across the business. This training enhances self-awareness of quick judgments and assessments of people and situations based on our background, cultural environment and our experiences that may impact unfairly colleagues and potential employees.

As part of our commitment to the UN Global Compact, ERM is a signatory of the Women’s Empowerment Principles. We have also been involved in a number of technical and industry forums that explore the diversity and inclusion opportunities and challenges encountered by global businesses. In FY16, the ERM Foundation added "empowering women and girls" as an area of focus for funding projects reflecting the Sustainable Development Goals.

As a Partner-led organization, our target in FY16 was to continue to raise the ratio of female Partners by five percent over the prior year. We achieved this goal, increasing the ratio from 19.1 percent to 20.1 percent. Thanks to our ongoing efforts to support upcoming women leaders within ERM, 31.8 percent of newly promoted Partners were female in FY16 (an increase from 27 percent in FY15). However, the percentage of women Senior Consultants decreased during the past year from 31.6 percent to 30.7 percent.

For more detailed information, see our supporting data section