Agilesphere is committed to responsible practises across all our operations and strive to continuously improve our own social and environment impacts and support our employees, partners, and associates to improve theirs.

Social value

Agilesphere is a user-centric, inclusive organisation encouraging and supporting our people to grow in confidence and ability through well-delivered feedback in supportive communities of practice. We build other social value through:

Providing flexible working to enable our people to volunteer in their communities. Examples include pro-bono consulting for charities, being school governors and sharing knowledge at community events that Agilesphere and others host
Additional to our diversity plan below, we have a particular focus on neurodiversity, e.g. making our office environments and processes supportive to those on the Autism spectrum
As a supplier to the UK public sector, we feel a responsibility to recycle taxpayers money in the UK economy. We use UK suppliers wherever possible and we have a reward model designed to ensure that Agilesphere people share in the wealth we create.

Equality and diversity

Agilesphere is committed to principles of equality and diversity, and to working with our employees, partners, and associates to support practice in these areas. Promoting an environment that welcomes and values diverse backgrounds, thinking, skills and experience, and which allows everyone – regardless of race, religion, sex, sexual orientation, gender identity, disability, marriage and civil partnership or pregnancy and maternity – to thrive and fulfil their potential, is vital for our collective long-term success.

Equal opportunities means maximising employee potential and ensuring that all employees and job applicants receive equal access in relation to employment, terms and conditions, training, promotion and services
Diversity is about recognising, respecting and valuing the differences between individuals. It means treating people as individuals and accounting for inequalities and disadvantages.

Equality monitoring

In order to quantify our understanding of our delivery on equality and diversity, and in compliance with our duties, we collect and publish data on employees, partners, associates and job applicants.

Analysing our workforce data on a regular basis gives us a more detailed understanding of the needs of our staff and the impact of our workplace policies, procedures and culture on staff. Collating and analysing diversity data provides a robust evidence base of any disparities between staff groups in the workforce which will inform future actions to eradicate those disparities.

Each year we will publish a monitoring report that outlines the profile of our employees, associates and partners. The data covers all stages of the employment cycle. We are developing our data collection processes, monitoring systems, and data reporting so that we can continue to provide a more detailed and sophisticated analysis of our patterns and trends.