Inclusion For All
Inclusion at GKN Aerospace is about how people experience work every day
Inclusion at GKN Aerospace is about how people experience work every day – whether they feel listened to, supported and able to contribute. We focus on understanding those experiences, learning where things work well and where they don’t, and taking practical steps to improve. Our approach to inclusion is shaped by our people and grounded in everyday actions, not only through policy.
Our Inclusion Index
To track how our people experience inclusion and wellbeing, we introduced dedicated measures within our global engagement survey. These insights help us understand where we are making progress and where we need to focus our efforts, reinforcing shared responsibility for building a culture where everyone feels they can belong and contribute.
Learning & Awareness
We know that lasting inclusion comes from learning that changes behaviour, not one‑off training. Our Inclusion learning continues to evolve so people across GKN Aerospace can build the skills and confidence needed to create an inclusive workplace.
Employee Resource Groups
Our Employee Resource Groups (ERGs) play a central role in shaping an inclusive workplace. They are a key part of how we live our commitment to Inclusion for All, creating spaces where colleagues can connect, feel supported and help shape positive change.
Wellbeing
Supporting our people’s wellbeing, health and safety is central to how we work. When people feel safe and supported, they are better placed to perform at their best, collaborate and grow. Our approach is intentionally holistic, covering mental, physical, financial, social and career wellbeing, and we weave these principles through our culture, policies and people practices.
Workplace Adjustments
Our Workplace Adjustments Policy supports anyone who may benefit from tailored adjustments, including disabilities, neurodivergence, mental health needs or temporary conditions. Clear guidance and templates support productive conversations with managers and ensure continuity of support when people move roles. We are also improving the accessibility of our learning materials to ensure everyone can engage equitably.
Gender Pay Gap Reporting
Our gender pay gap reporting is one way we hold ourselves accountable. It helps us understand the talent pipeline across our organisation, identify structural barriers and ensure our actions genuinely support career development for all genders. By sharing this information openly, we aim to build trust, track our progress and focus our efforts where they can have the greatest impact.
External Partnerships
Creating an inclusive workplace is an ongoing commitment. We know meaningful change takes time, so we work with trusted partners who challenge us, share best practice and help us strengthen our approach.
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Women in Aviation & Aerospace Charter
Our commitment to the Charter supports our ambition to see stronger gender balance across aviation and aerospace, particularly in senior roles.
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Neurodiversity in Business (NiB)
Through NiB, we connect with organisations across sectors to share learning and strengthen how we support and empower neurodivergent colleagues.
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We Are Novi
Our partnership with We Are Novi helps us create development opportunities that support the confidence and growth of women across the business.
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Gold Armed Forces Covenant
Holding the Gold Award reflects our commitment to ensuring those who serve, have served, and their families are treated fairly and supported in the workplace. We encourage our suppliers, customers and other organisations to support the Armed Forces Covenant and the Employer Recognition Scheme.
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Disability Confident
As a Disability Confident employer, we are committed to improving how we attract, support and retain disabled colleagues and those with health conditions.