Inclusion is at the heart of who we are at Princes.
We firmly believe that creating an inclusive workplace is an absolute necessity.
It’s about ensuring that every colleague, regardless of their background, feels valued and respected for the unique contributions they bring to our organisation.
Our commitment to inclusion and diversity extends far beyond our internal environment. It’s a pledge we make to our customers, consumers, and communities too.
For over 140 years, Princes has been dedicated to feeding families, and we want to continue to do so for many years to come.
To meet that aim we must continue to understand the evolving needs of our customers and consumers, make a positive and lasting impact on the communities we operate and serve, and harness the full talents of our people. Our new I&D 2.0 strategy will support us to reach that aim.
Since the launch of our inaugural I&D strategy in 2020, Princes has made significant strides on the path to inclusivity and diversity.
We’ve hosted impactful events, such as our anti-racism webinar featuring the legendary John Barnes and our insightful discussions on menopause with BBC TV presenter Louise Minchin and Dr. Helen Kini.
We’re proud recipients of the Bronze award in the GroceryAid Awards, and we’ve forged powerful partnerships with inspirational organisations. Our commitment is unwavering, and our progress is undeniable.
As we embark on the next step of our I&D journey, one thing is abundantly clear – we have secured the unwavering engagement of our leadership. Our leaders are not just on board, they are passionately committed to championing inclusion and diversity at every level at Princes.
Whilst our leaders stand as a guiding light, our Colleague Resource Groups (CRGs) are the true heartbeat of I&D at Princes. These groups, comprised of enthusiastic colleagues from diverse backgrounds, have played a pivotal role in shaping our I&D journey.
They are the driving force behind many of our initiatives, sparking discussions, fostering awareness, and ensuring that every voice is heard. Our CRGs exemplify the spirit of inclusivity, demonstrating that it is not just a concept but a lived reality at Princes.
In unveiling our I&D Strategy 2.0, we’re not merely laying out a vision, we’re setting clear, actionable steps in motion. We understand that time is of the essence, and we’re committed to making meaningful progress without delay.
These are not idle promises. They are well-thought-out actions, and many of them are already in progress. We’re here to drive real change.
Our I&D Strategy 2.0 is built on four strategic pillars, each designed to take us closer to our vision of inclusivity and diversity. They are:
- Organic Inclusion: We’re introducing an Inclusion Committee, inclusion-focused leadership objectives, and revitalising our Colleague Resource Groups to ensure inclusion remains a natural part of our culture for years to come.
- Positive Reputation: We’re affiliating with recognised organisations, enhancing our external engagement, and striving for industry recognition for our I&D efforts.
- Balance Representation: We’re capturing better data, setting representation targets, and enhancing our recruitment strategies to create a more balanced workforce.
- Education and Understanding: We’re investing in comprehensive training, including Conscious Inclusion training, enhancing learning experiences, and sharing our knowledge with suppliers and customers alike.
Our I&D 2.0 Strategy is a compass that will guide us on our journey to a more inclusive and diverse Princes, and we are excited to get started.
By Siwan Smith, Inclusion & Diversity Manager