Strategic Report ESG: sustainability and corporate responsibility continued Diversity, Equity and Inclusion (DE&I) At Media.Monks, we value diversity and we The people (our Monks) who work at Media. do not discriminate against people based on Monks are at the heart of our business. gender, race or ethnic origin, age, religion, Their talents are the fuel of the engine that sexual orientation, pregnancy or maternity, keeps our business going. Our people are gender identity, disability, marriage or civil more likely to feel comfortable and happy in partnership, social background, nationality an environment where inclusivity and equity and political opinion. The table and graph are priority. on page 25 show our diversity numbers and additional workforce data for the whole Media.Monks has four core values to guide organisation in scope (excluding combinations decisions on who we work with, what projects after 1 January 2021, see page 17). Overall, we work on, and how we interact with our gender diversity is relatively balanced, one another: since most Monks perform a professional role. • We assume positive intent – our egos don’t However, we need to improve, especially in the get in the way of our values. tech departments and in leadership where our gender diversity is less balanced. • We act like owners – we lead with respect, In 2021, we measured our diversity data for empathy, and put our people first. the first time based on self-identification. • We are result driven – we push to be better This means that our people had the freedom and improve ourselves. to indicate their gender or not: 13% of our • We solve it together – we foster a team workforce did not self-identify. This means that where everyone belongs. our data is not directly comparable with our For and with our exceptional talent pool we 2020 workforce. We do see a positive trend aim to contribute to SDGs 5, 8 and 10 through on the professional level, whereas the other this pillar. categories reveal a stable or negative trend. We are implementing various initiatives and • SDG 5.5: We are committed to ensure equal partnerships to turn the tide. opportunities for women in managerial Since companies are not allowed to register positions (and in senior and middle someone’s ethnic origin everywhere, for management positions), with a first step in example in the EU, we separated the measuring our current ratios. information of our US Monks and Monks • SDG 8.5: We are committed to ensure equal located elsewhere. The diversity of our US pay for equal value at our premises, with a workforce is demonstrated in the figures on first step in measuring our current earnings page 25. We are working on various initiatives for similar work. that support a better influx of a diverse group • SDG 10.3: We are committed to ensure of talented young people. However, we know discrimination against people from an we are not yet where we want to be: our people underrepresented minority group is not to represent the population diversity within the taking place on our premises by training our city office. people (with a focus on allyship, anti-racism, anti-bias and other initiatives that promote racial and gender equity), creating Employee Resource Groups (ERGs), increasing ethnic and gender diversity at all levels of our company (especially in leadership roles) and increasing our involvement in organisations that promote diversity, equity and inclusion. 24 S4Capital Annual Report and Accounts 2021