Beyond compliance

Our approach to diversity and inclusion goes beyond just compliance. We view it as a key driver of business performance, growth and innovation. 

We believe in a culture where employees are actively encouraged to contribute to the performance of the Company and are supported in developing their individual abilities. Diversity is a key consideration within our recruitment and internal promotion practices and policies, and we work hard to attract a diverse workforce that reflects the communities around us. 

We expect all of our people to play their part in helping us create a truly diverse and inclusive organisation that respects differences and values all contributions. We continue to focus on and raise awareness of diversity and inclusion through Employee Resource Groups, our company magazine, internal website and various other communication channels.

We measure gender diversity globally, and have made good progress in the past few years. In just the last six years we’ve increased the proportion of women in the Company as a whole by 29% and in the most senior positions by 44%, doubling the number of female senior managers.

Board Diversity

The Board of Tate & Lyle PLC recognises the importance of Board diversity and has developed a Board Diversity policy to facilitate this.

Join the team

Working at Tate & Lyle presents many exciting opportunities for growth and development.

Develop the next great ingredient
It’s critical that Tate & Lyle has the products and solutions our customers want and need if we’re to stay ahead of the competition. Find jobs in innovation and R&D and help us stay ahead of the curve.

Stay on trend
Our Global Marketing and Product Management teams work together to make sure we know what our customers want now and in the future and let them know we have the right products that will meet their needs.

UK gender pay
Gender pay

Gender equality in the workplace is a key issue for society today, particularly the question of whether women have the same opportunities and are treated fairly in relation to their male colleagues. This is behind the UK government’s new requirement for organisations with more than 250 employees in the UK to publish a gender pay gap report, showing the relationship between men’s and women’s pay.

We employ a relatively small proportion of our global workforce in the UK, and each of the two businesses through which we employ people has fewer than the 250 threshold for reporting. However, we believe in the principles of fair pay and progression, and so we have decided to publish our own gender pay statistics for our UK employee population.

Find out more in the Gender Pay Report 2019 >