Equality, diversity and inclusion
At Mitie we believe that equality, diversity and inclusion are key to establishing a vibrant, rewarding culture and helping our company grow in a way that benefits our colleagues, business, environment and community.
We always aim to represent the diversity of the communities and customers we serve within our own organisation – bringing a range of experiences, perspectives and skills from the frontline to the boardroom, our in-house teams and even the suppliers we partner with.
Our commitment
Our commitment to inclusivity is realised through leadership and training that promotes inclusive behaviours and more informed decision making. We strive to provide ongoing opportunities for a fully representative workforce and to amplify all our colleagues’ voices. That way we can grow our business and build a future that benefits everyone. We also take a proactive approach to achieving the highest standards alongside our supply chain partners. Mitie’s Sustainability and Social Value Supplier Charter details this commitment.
With this aim in mind, we’re continually looking to increase representation in our senior leadership team, reduce the gender pay gap and attract and retain a diverse workforce where everyone can bring their true selves to work. You can read all about our inclusivity targets in our latest annual report.
Our partnerships and awards
How we work together
Working together
Our colleagues come from all walks of life, represent all diversities and over 149 different nationalities. We have colleagues living with disabilities and neurodiversity, those that identify as LGBTQ+, parents, carers, veterans and reservists. And it’s vital that we provide a welcoming and inclusive environment for all of them.
It’s not just about the people who work here though. As a member of Minority Supplier Development UK (MSDUK), we’re able to ensure our supply chain also promotes diversity and inclusion and that ethnic and minority-owned businesses are given the best opportunities. Similarly, our affiliation with Social Enterprise UK (SEUK) ensures we take every opportunity to spend money with charitable and social enterprises.
Mitie’s Sustainability and Social Value Supplier Charter ensures the highest standards from both parties in our interactions with our supply chain.
How we work together
Working together
Our colleagues come from all walks of life, represent all diversities and over 149 different nationalities. We have colleagues living with disabilities and neurodiversity, those that identify as LGBTQ+, parents, carers, veterans and reservists. And it’s vital that we provide a welcoming and inclusive environment for all of them.
It’s not just about the people who work here though. As a member of Minority Supplier Development UK (MSDUK), we’re able to ensure our supply chain also promotes diversity and inclusion and that ethnic and minority-owned businesses are given the best opportunities. Similarly, our affiliation with Social Enterprise UK (SEUK) ensures we take every opportunity to spend money with charitable and social enterprises.
Mitie’s Sustainability and Social Value Supplier Charter ensures the highest standards from both parties in our interactions with our supply chain.
Listen to real stories from our colleagues
This Is Me: Dan’s story
Watch episode one in our ‘This is Me’ video series featuring Mitie’s Managing Director of Technical Services, Dan Guest. Listen to Dan as he reflects on our incredible Mitie diversity and inclusion networks, including our Allies Programme with 150 members.
This Is Me: Miriam’s story
Watch episode two in our ‘This is Me’ video series featuring Miriam, a Mitie Centrepoint Administrator in Business Services. Listen to Miriam as she shares how Mitie has strived to create a safe and happy work environment throughout her career.
Holding us accountable
Our annual reports ensure transparency in our efforts to provide a diverse, inclusive and supportive working environment.
Mitie’s UK Gender and Ethnicity Pay Gap Report 2025 sets out the difference in average pay and bonus outcomes between different groups of colleagues across our UK workforce, based on a snapshot date of 5 April 2025. While publishing gender pay gap data is a statutory requirement, we also voluntarily disclose ethnicity pay gap data, reflecting our commitment to transparency and accountability.
We publish this report to be open about where we are making progress and where further work is needed. Pay gap reporting is not about unequal pay for the same role; it reflects how colleagues are distributed across roles and levels within the organisation. By sharing this data publicly, we can better understand the structural factors that influence pay outcomes and focus our actions on improving representation, progression and access to opportunity.
We represent colleagues from all walks of life including 149 nationalities, over 20,000 females, colleagues living with disabilities and neurodiversity, colleagues identifying as LGBTQ+, parents, carers, veterans, and reservists. We welcome the different experiences, insights, skills, and expertise our colleagues bring. We recognise that our diversity makes us stronger.
Our ambition is to represent the diversity of our communities and customers among our workforce, from the frontline to the boardroom. The insights in this report inform our Equality, Diversity and Inclusion strategy and guide ongoing action, including inclusive hiring, leadership development and building diverse talent pipelines. By continuing to report transparently and take targeted action, we aim to create a fairer, more inclusive workplace where everyone has the opportunity to succeed.
More information is provided in our 2025 Gender & Ethnicity Pay Gap Report
Our annual report provides detailed insight into our environment and social value framework, including policies dedicated to the people and communities we work with.
Now entering its fourth year, the Senior Women in Leadership programme continues to build strong momentum, following the successful launch of three cohorts. Graduates from the inaugural cohorts achieved distinctions when they completed the programme, setting a strong benchmark for subsequent cohorts. In addition to strengthening strategic and commercial capabilities, the programme has contributed to clear career progression, including two promotions and one participant receiving an external industry award.
Building on this success, Level 3 and Level 5 Women in Leadership pathways have now been introduced, creating a robust pipeline of more than 100 emerging female leaders.
Our Inclusion Allies programme is sponsored by a member of Mitie’s executive team and operates in partnership with Inclusive Employers. The four-week programme is designed to take colleagues on a personal journey to allyship.
They explore privilege, circles of influence and the boundaries of their role and are given a framework and techniques to challenge exclusion and approach difficult conversations. 150 colleagues at different levels from across the organisation have completed the programme and are acting as role models.
We expanded our Inclusion Allies programme to 500 trained allies in FY26, equipping colleagues at all levels with the confidence and skills to promote belonging in everyday interactions. In FY26, we recorded an 90% positive response in the annual workforce survey to ‘I feel comfortable being myself at work’, indicating progress in psychological safety and reinforcing the culture we are building.
Learn what our social and sustainability ambitions translate to in practice and discover the policies we have in place to help serve our people, the environment and the communities we work in.
Mitie measures the number of females in the senior leadership team against the total headcount of the senior leadership team. The senior leadership team includes the Executive Committee and those on the Mitie Leadership Team.
Our achievement
Inclusion remains both a strength and an area where we must do more. Women in leadership, at 32%, remains short of our 40% ambitions. We are candid about this and are strengthening the pipeline of female talent through targeted development, diversity targets at middle management level and enhanced succession planning.
We set ambitious targets to ensure that we continue to strive for diversity across our workforce, our colleagues receive a fair wage and market-leading benefits for the work they do, and we promote learning and development opportunities, including through apprenticeships.
We have made positive steps towards a more inclusive culture in the last year. More of our colleagues who have disabilities or are LGBTQ+ have shared their personal data with us, with our disclosure rate increasing since the data was first reported in October 2022.
In FY26, Mitie launched an internal campaign to encourage colleagues to update their diversity information, helping us to close data gaps and better tailor support. We achieved 100% completion of gender and ethnicity data, with disability declarations increasing by 14%. LGBTQ+ declarations increased by 11.4%, and we introduced new diversity categories for parents, carers and more.
- Top 50
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Inclusive UK Employers Index eight years running
- 149
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nationalities represented
- 18%
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racially diverse representation on the Senior Leadership Team
- 862
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service leavers and veterans employed
Join the Mitie team
At Mitie, you’ll be working in the UK’s leading facilities management company, with some of the nation’s largest private and public sector clients.
You’ll be in a place where you can develop and thrive, progress your career and work with extraordinary people. And even more than that, you’ll be helping our customers and communities to thrive.
