ESGBERT/environment_data · Datasets at Hugging Face

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Regenerative agriculture programs are expanding, including introducing education on material efficiency, soil health and sourcing sustainable cotton.
• Working groups and nongovernmental organizations (NGOs) inform our sourcing policies and push for systemic improvement to agriculture systems (e.g., U.S. Roundtable for Sustainable Beef, The Nature Conservancy, Field to Market, BCI Farmers, Cotton LEADS, FishWise).
We also utilize third-party certifications such as Forest Stewardship Council (FSC).
• We have updated our food animal welfare policy, aligning to latest industry best practice, and created a new public standard for animal-derived raw materials in general merchandise.
Strategy Disclose the actual and potential impacts of climate-related risks and opportunities on the organization’s businesses, strategy, and financial planning where such information is material.
b) Disclose scope 1, scope 2, and, if appropriate, scope 3 greenhouse gas (GHG) emissions, and the related risks.
Greenhouse gas emissions p. c) Describe the targets used by the organization to manage climate-related risks and opportunities and performance against targets.
Internal Carbon Prices: Price on each ton of GHG emissions used internally by an organization.
In alignment with the UN Guiding Principles on Business and Human Rights, we respect human rights and seek to avoid adverse human rights impacts resulting from our business activities.
We are continuously working to do better, but if there are adverse impacts, our approach is to provide access to effective remedy.
We embrace diversity and strive to give everyone access to the same opportunities.
We do this through inclusive guest experiences, inclusive work environments, workforce diversity and societal impact, in addition to our Equal Employment Opportunity and Harassment-Free Workplace Policy.
We’re committed to providing a safe environment for both team members and guests, with dedicated safety programs to reduce or eliminate workplace hazards, including our Injury and Illness Protection Program.
We will do our part to validate that clean, drinkable water and sanitation are accessible for the workers in Target’s supply chain.
We continue to review human rights impacts in the key salient risk areas identified in the HRIA as part of our ongoing due diligence efforts.
Additional severe impacts (if any) Bor were still being addressed during the reporting period, but which fall outside of the salient human rights issues, and explain how they have been addressed.
There are no notable severe impacts on human rights that occurred or were still being addressed during the reporting period.
We recognize that our work directly impacts four key stakeholder groups: our guests, our team members, our supply chain and our communities.
Human Rights Statement Supply Chain Labor & Human Rights Policies Code of Ethics We continue to review human rights impacts in key salient risk areas identified in the HRIA as part of our ongoing human rights due diligence efforts.
No impacts were identified during the reporting period.
Carbon Shorthand for carbon dioxide, a greenhouse gas and the largest contributor to climate change.
Circular design Designing products in a way that designs out waste and keeps products and materials in use for as long as possible.
Circular future Our teams will continue designing to eliminate waste, using materials that are recycled or sourced sustainably to create products that are more durable, easily repaired or recycled.
Climate change The long-term alteration of temperature and typical weather patterns in a location.
, we embrace diversity and strive to give everyone access to the same opportunities.
Our diversity, equity and inclusion (DE&I) strategy focuses on four areas: creating an inclusive guest experience; having an inclusive work environment; ensuring we have a diverse workforce; and leveraging our influence to drive positive impact on society.
While these topics reflect Target’s most significant economic, environmental and social impacts and influence decisions of stakeholders, these issues may not be considered “material” for SEC reporting purposes.
Greenhouse gas (GHG) emissions GHG emissions refer to all gases that have a warming effect in the Earth’s atmosphere, including carbon dioxide, methane, nitrous oxide and others.
Scope Indirect GHG emissions that occur from sources not owned by the company.
Scope 3 emissions sources include emissions both upstream and downstream of the organization’s activities.
For a complete description of all scope and quantification methods, see the GHG Protocol Corporate Value Chain (Scope 3) Accounting and Reporting Standard.
A market-based method reflects emissions from electricity that companies have purposefully chosen (or their lack of choice).
It derives emission factors from contractual instruments, which include any type of contract between two parties for the sale and purchase of energy bundled with attributes about the energy generation, or for unbundled attribute claims.
Term Definition Net positive A way of doing business that puts back more into society, the environment and the global economy than it takes out.
Net zero emissions Net zero is achieved when a company’s scope 1, 2 and 3 emissions are reduced to a level that is consistent with a 1.5°C pathway, and any residual emissions are removed from the atmosphere through either naturebased or technological carbon-removal solutions (e.g., forestry, regenerative agriculture, carbon capture technology), by no later than 2050.
Target has committed to being a net zero enterprise by to landfill in U.S. operations and net zero emissions across both our operations and supply chain, inclusive of scopes 1, 2 and 3.
Operational food waste The food waste that arises in Targets own U.S. operations (supply chain facilities and stores).
Problematic packaging Single-use plastic items where consumption could be avoided through elimination, reuse or replacement, as well as those that, post-consumption, commonly do not enter recycling and composting systems (or where they do, are not recycled due to their format, composition or size).
REACH builds on workforce and setting diversity, equity and inclusion (DE&I) goals.
Regenerative Operating the business in a way that does not just stop harming the environment but helps to restore and regrow natural systems.
For example, regenerative agriculture is a rehabilitation approach to farming systems that focuses on topsoil regeneration, increasing biodiversity and improving the water cycle.
Resource positive To give back more — environmentally — to the planet than is taken (e.g., storing more carbon than emitted, eliminating waste, providing more clean freshwater than used).
Science-based target (SBT) A GHG emissions reduction goal that is in line with what the latest climate science shows is necessary to keep global temperature rise at safe levels.
SBTs define how much and how quickly companies need to reduce their GHG emissions to prevent the worst effects of climate change.
The Science-Based Targets initiative is a collaboration between CDP, the United Nations Global Compact, World Resources Institute (WRI) and the World Wide Fund for Nature (WWF), established to help companies set emissions reduction targets in line with climate science and Paris Agreement goals.
Sustainable brands Brands or manufacturers with industry-leading products or services that have context-specific environmental and/or socially beneficial features, backed by credible standards or impact metrics.
Sustainable practices May include circular design/capabilities, carbon, waste, raw material input reduction efforts, inclusivity and focus on Black communities, Indigenous communities and other communities of color (BIPOC).
Sustainable supply chain A supply chain that manages and mitigates the negative impacts of the environmental, social and economic aspects of that supply chain.
Virgin plastics Plastics produced using new petrochemical materials, rather than recycled or renewable ones.
Water risk Water risk refers to the possibility of an entity experiencing a water-related challenge (e.g., water scarcity, water stress, flooding, infrastructure decay, drought).
Source: CEO Water Mandate Water scarcity Water scarcity refers to the volumetric abundance, or lack thereof, of freshwater resources.
Source: CEO Water Mandate Water security Water security refers to the capacity of a population to safeguard sustainable access to adequate quantities of acceptable quality water for sustaining livelihoods, human well-being and socioeconomic development, for ensuring protection against water-borne pollution and water-related disasters, and for preserving ecosystems in a climate of peace and political stability.
Source: IPCC WGII Sixth Assessment Report Water stress Water stress refers to the ability, or lack thereof, to meet human and ecological demand for freshwater.
Source: CEO Water Mandate Zero waste, Zero manufacturing waste The conservation of all resources by means of responsible production, consumption, reuse and recovery of products, packaging and materials without burning and with no discharges to land, water or air that threaten the environment or human health, as established by the Zero Waste International Alliance.
But, throughout, we have maintained our focus on tackling societal and environmental challenges.
important; and, with the economic and social impacts of the pandemic hitting young people especially hard, we have supported over needed for the world of work.
As a business with around globally, which touches the lives of millions of people every day, it is imperative that we make commercial decisions in a way that contributes to building a society that improves livelihoods, embraces diversity, nurtures talent, and strives to leave no one behind.
Deepening our understanding of the representation of Black, Asian and minority ethnic colleagues throughout our workforce is a significant first step toward enhancing diversity across our organisation.
That is why we have laid out our commitment to the environment by setting Group-wide carbon emissions reduction targets in line with global ambitions to limit warming to 1.5°C.
To support the shift in working, we created practical guidelines to help our employees adapt to a working environment which was new to many of them, and we made provisions to support them set up a safe and comfortable home working environment.
Our purpose – we create better outcomes – is the reason we exist Underpinned by our purpose, our responsible business strategy, which was developed following considerable stakeholder engagement and launched in the environmental, social, ethical and governance issues of importance to our business and society, and the actions we are taking to address them.
the diversity of the communities we serve and is inclusive.
• Seeking to integrate environmental, social, ethical and governance considerations across our business operations.
As society recovers from the pandemic, we will review the environmental, social, ethical and governance issues that matter most to our business and stakeholders, evolving our responsible business strategy so that we remain relevant.
The resurgence of the Black Lives Matter movement reminded us all of the persisting injustices faced by our Black, Asian and minority ethnic colleagues and ensured we remain committed to creating a workforce that reflects the diversity of the communities we serve, and a working environment in which no one feels excluded.
Driven by our safety, health and environment team, and guided by government guidelines and best practice, we implemented Covid-guidance, policies and procedures that informed managers and employees of what they needed to do to protect themselves and others.
As a result, we instigated a series of actions to tackle racism and enhance ethnic diversity.
We refreshed our approach to diversity and inclusion, ensuring we remain committed to creating a workforce that reflects the diversity of the communities we serve, and a working environment in which no one feels excluded.
We have made progress against what we heard in wage as a minimum; we launched the Capita Academy Hub providing accessible online learning modules to all colleagues to develop them in their careers; and we launched seven employee network groups to value the diversity of our workforce and enable colleagues to share their voice.
2,500 colleagues and, using their insight, our advisory group, which we convened with our Embrace network for race and ethnicity, recommended a series of commitments and actions that we should take as a business to tackle racism and enhance ethnic diversity.
We heard that racism and discrimination are not confined to any one group or country, which is why our actions aim to enhance diversity and support inclusion so that no one feels excluded.
• Have a sustainable representation of ethnic diversity, that reflects the communities we operate in, at all levels of the workplace.
Refreshing our approach to diversity and inclusion This year, in light of the actions we are taking to tackle racism and anti-Black behaviour as well as enhance ethnic diversity, we’ve refreshed our approach to creating an inclusive organisation and have focused on three objectives.
Our commitments to tackling racism and anti-Black behaviours as well as enhancing ethnic diversity We recognised that the actions we were taking to create an inclusive workplace at Capita were not happening fast enough and we had to act.
and reporting To better identify areas of success and areas where we need to invest, understanding what roles and skills are required to reflect the diversity of our communities.
Without data, we can’t measure and monitor our progress to accelerate diversity throughout our organisation.
Our Be Counted campaign was launched in March colleagues to update their diversity data in Workday.
Additionally, our Employee Network Groups are encouraging colleagues to update their diversity data through personal videos. Reporting our UK gender pay gap Annually, we report our gender pay gap outlining the actions we have taken in the year to address the reasons we have one.
In to reduce our gender pay gap, including monitoring diversity at senior management levels, setting a 40% target for women’s representation on senior management recruitment shortlists, encouraging shared parental leave by offering enhanced shared parental leave pay, rolling out structured interviews and continuing to facilitate career progression through mentoring for highpotential female leaders.
As part of our commitments to tackle racism and enhance ethnic diversity, we set a target for our UK workforce to have ethnic and 5% Black representation across all levels of the organisation.
People continued Creating a more inclusive culture embedding inclusion throughout our employee life cycle With improved data, we’ve been applying a diversity lens to our employee life cycle assessing the way we recruit, promote, develop and reward our colleagues.
However, we are confident that our actions to tackle racism and enhance ethnic diversity will support a reduction in our ethnicity pay gap.
For more information, see Our commitments to tackling racism and anti-Black behaviours as well as enhancing ethnic diversity.
• We have refreshed our diversity and inclusion training to include an anti-racism module.
education and awareness We believe Capita should be a truly world-class working environment where all forms of diversity are celebrated and harnessed to drive progress.
a diversity lens to our employee life cycle, assessing the way we recruit, promote, develop and reward our colleagues.
This year, we celebrated and promoted inclusion and diversity through several successful company-wide campaigns, including Mental Health Awareness Week, Armed Forces Week, Pride, International Women’s Day, Black History Month, and International Day of Persons with Disabilities.
The joint campaign saw us capture the students’ imaginations by illustrating the potential impact of their future work and giving them a ‘sense of mission’, as well as holding innovative assessment centres that used a mix of team and individual challenges in typical working scenarios.
Additionally, Capita is a signatory of the Tech Talent Charter, a commitment by organisations to work together to increase the inclusion and diversity of the tech workforce in the UK.
Climate change is one of the defining issues of our time and addressing it will require a comprehensive, multi-agency programme of mitigation and adaptation on a global scale.
As a company, we work hard to reduce the environmental impact of our operations; our people play their part by using less energy, travelling less and recycling.
Working with our clients and partners, we support them to reduce their own emissions and transition to a low-carbon economy.
carbon economy Smart meters underpin the UK’s plan to meet net-zero carbon emissions by projected to help save 45m tonnes of carbon by 2034 in Britain alone.
They offer multiple benefits to homeowners, including understanding their energy use better and taking action to be more energy-efficient.
But, most importantly, they enable the grid to deploy renewable energy in smarter ways.
Our Smart Data Communications Company (DCC) is supporting the Government in the roll-out of smart meters to homes across the UK by building and implementing a new secure data network that connects smart meters to the systems of energy suppliers and network operators.
London has struggled with illegal levels of air pollution for nearly a decade due to the presence of high-emission vehicles, high levels of congestion and the impact of an increasing population.
Capita has been working in partnership with Transport for London (TfL) since April run a series of initiatives, from the T-Charge Zone to the Ultra Low Emission Zone (ULEZ), to address this problem.
We’re delighted that our partnership with TfL has been extended until October meaning we can continue to be instrumental in driving down pollution in the capital.
We take our responsibility to minimise our negative environmental impact seriously.

Regenerative agriculture programs are expanding, including introducing education on material efficiency, soil health and sourcing sustainable cotton.

• Working groups and nongovernmental organizations (NGOs) inform our sourcing policies and push for systemic improvement to agriculture systems (e.g., U.S. Roundtable for Sustainable Beef, The Nature Conservancy, Field to Market, BCI Farmers, Cotton LEADS, FishWise).

We also utilize third-party certifications such as Forest Stewardship Council (FSC).

• We have updated our food animal welfare policy, aligning to latest industry best practice, and created a new public standard for animal-derived raw materials in general merchandise.

Strategy Disclose the actual and potential impacts of climate-related risks and opportunities on the organization’s businesses, strategy, and financial planning where such information is material.

b) Disclose scope 1, scope 2, and, if appropriate, scope 3 greenhouse gas (GHG) emissions, and the related risks.

Greenhouse gas emissions p. c) Describe the targets used by the organization to manage climate-related risks and opportunities and performance against targets.

Internal Carbon Prices: Price on each ton of GHG emissions used internally by an organization.

In alignment with the UN Guiding Principles on Business and Human Rights, we respect human rights and seek to avoid adverse human rights impacts resulting from our business activities.

We are continuously working to do better, but if there are adverse impacts, our approach is to provide access to effective remedy.

We embrace diversity and strive to give everyone access to the same opportunities.

We do this through inclusive guest experiences, inclusive work environments, workforce diversity and societal impact, in addition to our Equal Employment Opportunity and Harassment-Free Workplace Policy.

We’re committed to providing a safe environment for both team members and guests, with dedicated safety programs to reduce or eliminate workplace hazards, including our Injury and Illness Protection Program.

We will do our part to validate that clean, drinkable water and sanitation are accessible for the workers in Target’s supply chain.

We continue to review human rights impacts in the key salient risk areas identified in the HRIA as part of our ongoing due diligence efforts.

Additional severe impacts (if any) Bor were still being addressed during the reporting period, but which fall outside of the salient human rights issues, and explain how they have been addressed.

There are no notable severe impacts on human rights that occurred or were still being addressed during the reporting period.

We recognize that our work directly impacts four key stakeholder groups: our guests, our team members, our supply chain and our communities.

Human Rights Statement Supply Chain Labor & Human Rights Policies Code of Ethics We continue to review human rights impacts in key salient risk areas identified in the HRIA as part of our ongoing human rights due diligence efforts.

No impacts were identified during the reporting period.

Carbon Shorthand for carbon dioxide, a greenhouse gas and the largest contributor to climate change.

Circular design Designing products in a way that designs out waste and keeps products and materials in use for as long as possible.

Circular future Our teams will continue designing to eliminate waste, using materials that are recycled or sourced sustainably to create products that are more durable, easily repaired or recycled.

Climate change The long-term alteration of temperature and typical weather patterns in a location.

, we embrace diversity and strive to give everyone access to the same opportunities.

Our diversity, equity and inclusion (DE&I) strategy focuses on four areas: creating an inclusive guest experience; having an inclusive work environment; ensuring we have a diverse workforce; and leveraging our influence to drive positive impact on society.

While these topics reflect Target’s most significant economic, environmental and social impacts and influence decisions of stakeholders, these issues may not be considered “material” for SEC reporting purposes.

Greenhouse gas (GHG) emissions GHG emissions refer to all gases that have a warming effect in the Earth’s atmosphere, including carbon dioxide, methane, nitrous oxide and others.

Scope Indirect GHG emissions that occur from sources not owned by the company.

Scope 3 emissions sources include emissions both upstream and downstream of the organization’s activities.

For a complete description of all scope and quantification methods, see the GHG Protocol Corporate Value Chain (Scope 3) Accounting and Reporting Standard.

A market-based method reflects emissions from electricity that companies have purposefully chosen (or their lack of choice).

It derives emission factors from contractual instruments, which include any type of contract between two parties for the sale and purchase of energy bundled with attributes about the energy generation, or for unbundled attribute claims.

Term Definition Net positive A way of doing business that puts back more into society, the environment and the global economy than it takes out.

Net zero emissions Net zero is achieved when a company’s scope 1, 2 and 3 emissions are reduced to a level that is consistent with a 1.5°C pathway, and any residual emissions are removed from the atmosphere through either naturebased or technological carbon-removal solutions (e.g., forestry, regenerative agriculture, carbon capture technology), by no later than 2050.

Target has committed to being a net zero enterprise by to landfill in U.S. operations and net zero emissions across both our operations and supply chain, inclusive of scopes 1, 2 and 3.

Operational food waste The food waste that arises in Targets own U.S. operations (supply chain facilities and stores).

Problematic packaging Single-use plastic items where consumption could be avoided through elimination, reuse or replacement, as well as those that, post-consumption, commonly do not enter recycling and composting systems (or where they do, are not recycled due to their format, composition or size).

REACH builds on workforce and setting diversity, equity and inclusion (DE&I) goals.

Regenerative Operating the business in a way that does not just stop harming the environment but helps to restore and regrow natural systems.

For example, regenerative agriculture is a rehabilitation approach to farming systems that focuses on topsoil regeneration, increasing biodiversity and improving the water cycle.

Resource positive To give back more — environmentally — to the planet than is taken (e.g., storing more carbon than emitted, eliminating waste, providing more clean freshwater than used).

Science-based target (SBT) A GHG emissions reduction goal that is in line with what the latest climate science shows is necessary to keep global temperature rise at safe levels.

SBTs define how much and how quickly companies need to reduce their GHG emissions to prevent the worst effects of climate change.

The Science-Based Targets initiative is a collaboration between CDP, the United Nations Global Compact, World Resources Institute (WRI) and the World Wide Fund for Nature (WWF), established to help companies set emissions reduction targets in line with climate science and Paris Agreement goals.

Sustainable brands Brands or manufacturers with industry-leading products or services that have context-specific environmental and/or socially beneficial features, backed by credible standards or impact metrics.

Sustainable practices May include circular design/capabilities, carbon, waste, raw material input reduction efforts, inclusivity and focus on Black communities, Indigenous communities and other communities of color (BIPOC).

Sustainable supply chain A supply chain that manages and mitigates the negative impacts of the environmental, social and economic aspects of that supply chain.

Virgin plastics Plastics produced using new petrochemical materials, rather than recycled or renewable ones.

Water risk Water risk refers to the possibility of an entity experiencing a water-related challenge (e.g., water scarcity, water stress, flooding, infrastructure decay, drought).

Source: CEO Water Mandate Water scarcity Water scarcity refers to the volumetric abundance, or lack thereof, of freshwater resources.

Source: CEO Water Mandate Water security Water security refers to the capacity of a population to safeguard sustainable access to adequate quantities of acceptable quality water for sustaining livelihoods, human well-being and socioeconomic development, for ensuring protection against water-borne pollution and water-related disasters, and for preserving ecosystems in a climate of peace and political stability.

Source: IPCC WGII Sixth Assessment Report Water stress Water stress refers to the ability, or lack thereof, to meet human and ecological demand for freshwater.

Source: CEO Water Mandate Zero waste, Zero manufacturing waste The conservation of all resources by means of responsible production, consumption, reuse and recovery of products, packaging and materials without burning and with no discharges to land, water or air that threaten the environment or human health, as established by the Zero Waste International Alliance.

But, throughout, we have maintained our focus on tackling societal and environmental challenges.

important; and, with the economic and social impacts of the pandemic hitting young people especially hard, we have supported over needed for the world of work.

As a business with around globally, which touches the lives of millions of people every day, it is imperative that we make commercial decisions in a way that contributes to building a society that improves livelihoods, embraces diversity, nurtures talent, and strives to leave no one behind.

Deepening our understanding of the representation of Black, Asian and minority ethnic colleagues throughout our workforce is a significant first step toward enhancing diversity across our organisation.

That is why we have laid out our commitment to the environment by setting Group-wide carbon emissions reduction targets in line with global ambitions to limit warming to 1.5°C.

To support the shift in working, we created practical guidelines to help our employees adapt to a working environment which was new to many of them, and we made provisions to support them set up a safe and comfortable home working environment.

Our purpose – we create better outcomes – is the reason we exist Underpinned by our purpose, our responsible business strategy, which was developed following considerable stakeholder engagement and launched in the environmental, social, ethical and governance issues of importance to our business and society, and the actions we are taking to address them.

the diversity of the communities we serve and is inclusive.

• Seeking to integrate environmental, social, ethical and governance considerations across our business operations.

As society recovers from the pandemic, we will review the environmental, social, ethical and governance issues that matter most to our business and stakeholders, evolving our responsible business strategy so that we remain relevant.

The resurgence of the Black Lives Matter movement reminded us all of the persisting injustices faced by our Black, Asian and minority ethnic colleagues and ensured we remain committed to creating a workforce that reflects the diversity of the communities we serve, and a working environment in which no one feels excluded.

Driven by our safety, health and environment team, and guided by government guidelines and best practice, we implemented Covid-guidance, policies and procedures that informed managers and employees of what they needed to do to protect themselves and others.

As a result, we instigated a series of actions to tackle racism and enhance ethnic diversity.

We refreshed our approach to diversity and inclusion, ensuring we remain committed to creating a workforce that reflects the diversity of the communities we serve, and a working environment in which no one feels excluded.

We have made progress against what we heard in wage as a minimum; we launched the Capita Academy Hub providing accessible online learning modules to all colleagues to develop them in their careers; and we launched seven employee network groups to value the diversity of our workforce and enable colleagues to share their voice.

2,500 colleagues and, using their insight, our advisory group, which we convened with our Embrace network for race and ethnicity, recommended a series of commitments and actions that we should take as a business to tackle racism and enhance ethnic diversity.

We heard that racism and discrimination are not confined to any one group or country, which is why our actions aim to enhance diversity and support inclusion so that no one feels excluded.

• Have a sustainable representation of ethnic diversity, that reflects the communities we operate in, at all levels of the workplace.

Refreshing our approach to diversity and inclusion This year, in light of the actions we are taking to tackle racism and anti-Black behaviour as well as enhance ethnic diversity, we’ve refreshed our approach to creating an inclusive organisation and have focused on three objectives.

Our commitments to tackling racism and anti-Black behaviours as well as enhancing ethnic diversity We recognised that the actions we were taking to create an inclusive workplace at Capita were not happening fast enough and we had to act.

and reporting To better identify areas of success and areas where we need to invest, understanding what roles and skills are required to reflect the diversity of our communities.

Without data, we can’t measure and monitor our progress to accelerate diversity throughout our organisation.

Our Be Counted campaign was launched in March colleagues to update their diversity data in Workday.

Additionally, our Employee Network Groups are encouraging colleagues to update their diversity data through personal videos. Reporting our UK gender pay gap Annually, we report our gender pay gap outlining the actions we have taken in the year to address the reasons we have one.

In to reduce our gender pay gap, including monitoring diversity at senior management levels, setting a 40% target for women’s representation on senior management recruitment shortlists, encouraging shared parental leave by offering enhanced shared parental leave pay, rolling out structured interviews and continuing to facilitate career progression through mentoring for highpotential female leaders.

As part of our commitments to tackle racism and enhance ethnic diversity, we set a target for our UK workforce to have ethnic and 5% Black representation across all levels of the organisation.

People continued Creating a more inclusive culture embedding inclusion throughout our employee life cycle With improved data, we’ve been applying a diversity lens to our employee life cycle assessing the way we recruit, promote, develop and reward our colleagues.

However, we are confident that our actions to tackle racism and enhance ethnic diversity will support a reduction in our ethnicity pay gap.

For more information, see Our commitments to tackling racism and anti-Black behaviours as well as enhancing ethnic diversity.

• We have refreshed our diversity and inclusion training to include an anti-racism module.

education and awareness We believe Capita should be a truly world-class working environment where all forms of diversity are celebrated and harnessed to drive progress.

a diversity lens to our employee life cycle, assessing the way we recruit, promote, develop and reward our colleagues.

This year, we celebrated and promoted inclusion and diversity through several successful company-wide campaigns, including Mental Health Awareness Week, Armed Forces Week, Pride, International Women’s Day, Black History Month, and International Day of Persons with Disabilities.

The joint campaign saw us capture the students’ imaginations by illustrating the potential impact of their future work and giving them a ‘sense of mission’, as well as holding innovative assessment centres that used a mix of team and individual challenges in typical working scenarios.

Additionally, Capita is a signatory of the Tech Talent Charter, a commitment by organisations to work together to increase the inclusion and diversity of the tech workforce in the UK.

Climate change is one of the defining issues of our time and addressing it will require a comprehensive, multi-agency programme of mitigation and adaptation on a global scale.

As a company, we work hard to reduce the environmental impact of our operations; our people play their part by using less energy, travelling less and recycling.

Working with our clients and partners, we support them to reduce their own emissions and transition to a low-carbon economy.

carbon economy Smart meters underpin the UK’s plan to meet net-zero carbon emissions by projected to help save 45m tonnes of carbon by 2034 in Britain alone.

They offer multiple benefits to homeowners, including understanding their energy use better and taking action to be more energy-efficient.

But, most importantly, they enable the grid to deploy renewable energy in smarter ways.

Our Smart Data Communications Company (DCC) is supporting the Government in the roll-out of smart meters to homes across the UK by building and implementing a new secure data network that connects smart meters to the systems of energy suppliers and network operators.

London has struggled with illegal levels of air pollution for nearly a decade due to the presence of high-emission vehicles, high levels of congestion and the impact of an increasing population.

Capita has been working in partnership with Transport for London (TfL) since April run a series of initiatives, from the T-Charge Zone to the Ultra Low Emission Zone (ULEZ), to address this problem.

We’re delighted that our partnership with TfL has been extended until October meaning we can continue to be instrumental in driving down pollution in the capital.

We take our responsibility to minimise our negative environmental impact seriously.