Sustainability COMMUNITY continued Inclusive and diverse GETTING TO KNOW OUR COLLEAGUES: ETHNICITY, AGE AND GENDER Our aspiration is to achieve a colleague base Since November 2019 we have been collecting reflective of society at all levels, providing ethnicity data for new joiners. Of these, 77% of opportunity for all, regardless of background, colleagues are white British and, overall, this is gender, sexual orientation, disability or age. in line with the ethnicity split across the United Kingdom as collected in the last national census.2 Details of our Equality and Diversity Policy Additionally, to support our ‘This is Me’ inclusion can be found on our corporate website, and diversity campaign we trialled our first corporate.dunelm.com colleague census across the whole business. POLICY The results indicate that our colleague diversity also broadly mirrors regional ethnicity profiles. However, we are mindful that we need to do more at our Dunelm Leadership Team, Executive Board, Ethnicity data and Board levels whose composition does not Collected November 2019-April 20211 reflect the ethnic profile of our new recruits nor % the population at large. Board member ethnicity is White British 77.3 noted this year on the Board biographies on pages White – other 5.4 96 to 99. Asian British 8.7 Around one third of colleagues are aged between Black 3.4 21 and 30, representing the largest proportion of Multi-ethnic 3.3 all colleagues and, across the Group, 68% (FY20: Other 0.8 68%) of colleagues are female. A more detailed Arab 0.3 gender breakdown is provided in the table below. Prefer not As we get to know our colleagues better, we will to say 0.7 use our data to tailor further our training and inclusion and diversity programmes. 1. Data collated from November 2019 to April 2021 from new joiners, covers around 29% of our TRAINING AND RAISING AWARENESS colleagues. Examples of training programmes undertaken by the Board and senior management in FY21 are set out opposite. In FY22 we aim to set personal Age split objectives relating to diversity and inclusion for line managers. Colleagues are able to view educational posts and videos linked to a calendar 50+ 2,523 of diversity, inclusion, and wellbeing events on our 41-50 1,412 ‘Home Comforts’ intranet. These include important 31-40 2,031 religious dates, and international festivals such 21-30 3,549 as Pride month. We are also working to adopt Under 21 1,569 additional inclusive recruitment techniques that remove bias and expand personality tests, so we do not miss out on diversity of thought. Gender breakdown as at 26 June 2021 Male Female Male, % Female, % Group Board 6 3 67% 33% Gender split Executive Board 4 5 45% 55% Dunelm Leadership Team Female 7,564 (including Executive Board Male 3,520 members) 15 9 62% 38% Store colleagues 2,301 6,673 26% 74% All colleagues 3,520 7,564 32% 68% 2. Source: Office for National Statistics census data, www.ons.gov.uk 68 DUNELM GROUP PLCANNUAL REPORT & ACCOUNTS 2021