ITRS Group is a leading global provider of real-time monitoring and analytics software for the “always on” enterprise, used by >5,000 clients globally to manage their operations and ensure operational resilience.
ITRS has been long committed to promoting diversity and contributing to an inclusive organisational culture, recognising that people with different experiences, abilities and backgrounds can bring valuable insights to the workplace; enhancing the way ITRS works and how employees feel. This commitment was formalised in early 2020, with the introduction of a D&I policy that reflects the organisation’s beliefs, culture and approach.
D&I considerations are embedded in the way that ITRS recruits, retains, develops, and promotes its employees. In the last two years, ITRS has implemented new approaches to broaden the diversity of new recruits and create a more inclusive environment.
ITRS Group is an equal opportunity employer and inclusion is part of our everyday life. We celebrate diversity and pride ourselves on providing an environment where all employees can be their authentic selves and have a voice, enabling everyone to contribute equally. We remain committed to embedding inclusion, diversity, and equality into our ITRS family as we grow and enrich our business. We welcome applications from everyone in the community as we recognise that a diverse workforce is a stronger workforce.
ITRS measures gender balance in short-listing to enhance gender equality and we also try where possible to have a gender balance on our interview panels.
Since March 2021, all job adverts are reviewed by an external system which omits language that could prevent people applying to vacancies within ITRS. By ensuring that wording is gender neutral and free from un-conscious bias means that ITRS is not just naturally attracting one group of people but a wider pool who could enrich the business.
We believe in allowing people to be themselves; this is a fundamental right which we respect and support. Furthermore, we are proud that our culture is inclusive and we have a work environment which allows people to feel comfortable and confident about being who they are.
Diversity and inclusion was added as a regular discussion point on the People and Culture forum (Chaired by the Chief Success Officer) to allow employees to raise ideas, concerns, and feedback. This conversation will help further highlight cultural and country differences and their value to the company culture.
ITRS worked with a third-party diversity specialist to select a number of questions to add into the engagement survey in 2021 to continuously measure how well ITRS is doing and how it can improve – Receiving feedback from employees remains our strongest tool to push for positive change.
There is more to do to enhance diversity in the workforce and to create and maintain an inclusive and welcoming culture where every person has an equal voice. In March 2021 ITRS set out its global D&I plan which incorporates 5 core commitments in a bid to continuously enhance its performance through accountability and clarity of company intention. The plan was shared on ITRS’ intranet, to be transparent and demonstrate ITRS’ commitment. The key focus is to further embed D&I principles into the culture, for example by delivering un-conscious bias training providing access to tools and asking employees to share ideas. The plan was reviewed and updated in March 2022.