Search process FY21 Our purpose, culture and shared values Our search process to fill Board vacancies is pragmatic, Preservation of our culture and shared values – through well-rehearsed, and supports our approach to diversity and alignment with our purpose – has always been a Board inclusion. The Nominations Committee runs the process and priority. No appointment is made to the Board unless we makes the final recommendation but it is important to note are satisfied that the individual is a good cultural fit, is fully that any Board appointment is regarded as a ‘whole-Board’ aligned to our shared values, and will be an appropriate role matter, and no appointment is made without unanimous model for our colleagues and all of our stakeholders. These Board support. considerations also form part of all of our Board succession planning. Further details of our shared values, and how We adopted a similar search process for the recent they are aligned to our refreshed purpose and embedded appointment of both Arja and Vijay which is summarised in throughout ourbusiness, and how the Board monitors these, the box below. Although Arja was already known to some are set out in the Corporate Governance Report. Board members and not identified through the usual search process, she was considered to be the most appropriate Board induction process appointment when compared to other candidates put forward Each new Board Director receives a full and tailored by the search consultant or who applied through Nurole. induction, led by the Chairman and the Company Secretary. The Company Secretary provides a full set of relevant For the Chair appointment we have appointed an documents and access to past Board and Committee papers, independent search agent but not advertised via the Nurole as well as a briefing on Directors’ duties and responsibilities. platform in view of the special requirements of this role. Induction meetings are heldwith all Board members and members of the Executive Board, as well as other senior management and external advisers relevant to that Director’s interests and any specific Board responsibilities. For example, BOARD APPOINTMENT PROCESS Arja Taaveniku met with a number of senior members of the For NED appointments and our ongoing succession commercial team, as this is one of her particular areas of plans we generally follow this well-rehearsed process, interest. A programme of site visits is also arranged. adapting where necessary to account for specific skills Board succession required and circumstances. • Detailed role and person specification drawn up by We have always had a formal, long-range plan for how Board Nominations Committee. membership should develop. This aims to balance continuity of service with a regular refreshment of skills and experience • Independent external search consultant appointed to needed to deliver our evolving strategy. In general, and as conduct the process. Vacancies usually also advertised discussed during our Board evaluation, we aim to maintain on the Nurole platform, to open the search to a a Board of between nine andeleven Directors (current potentially wider and more diverse range of applicants. membership is nine), with ideally no more than one new • Equal number of male and female candidates appointee in any year. feature on the ‘long list’ as standard practice. Search consultant also asked to bring forward candidates from We regularly review the balance of skills on the Board as a a diverse background. whole, taking account of the future needs of the business, • Initial candidates meet with Chairman and at least one and the knowledge, experience, length of service and other Board member; short list candidates meet with performance of the Directors.In accordance with our Board other Board members. Diversity and Inclusion Policy, and mindful of the Guidelines • Extensive references taken and assessment of set out in the Parker Review that ‘all FTSE 250 companies candidate’s other commitments made to ensure they should have a Board member of colour by 2024’, we also have have sufficient time to dedicate to Board member regard to the requirement to achieve a diversity of characters, duties. backgrounds and experiences amongst Board members, as well as ethnicity and gender. All Board appointments • Nominations Committee makes final recommendation, irrespective of background must satisfy the high standards subject to unanimous Board support. Dunelm requires. Candidates must have the competence to contribute to wide-ranging debates and cope with the demands of a stretching future focused agenda, and share our values. DUNELM GROUP PLC ANNUAL REPORT & ACCOUNTS 2021 123 GOVERNANCESTRATEGIC REPORT FINANCIAL STATEMENTSOTHER INFORMATION