Diversity and Belonging

Learn about Egress' diversity and equality initiatives.
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The workplace is for everyone.

Our Diversity and Belonging Forum is for everyone – just like our workplace.

The more voices we have represented and amplified in Egress, the more we will all thrive, contribute and succeed. No matter who we are, we all have a role to play in creating equity. We recognise that a standardised approach does not create a fair system to support different groups.

Our forum is here to educate our workplace community, foster an inclusive culture and to empower people by respecting and celebrating what makes them different.

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We’re committed to diversity, equity, and inclusion.

Egress is fervent in our adherence to fair and transparent processes in recruitment, progression and promotion, supported by the ongoing delivery of company-wide awareness programs on Diversity and Inclusion.


89% of our employees surveyed feel they are treated fairly regardless of their age.


89% of our employees surveyed feel they are treated fairly regardless of their gender.


98% of our employees surveyed feel they are treated fairly regardless of their sexual orientation.


91% of our employees surveyed feel they are treated fairly regardless of their race.

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Our diversity forum's objectives.

Every day, we celebrate our employees who come from different backgrounds and have different experiences. We want everyone who works for Egress to feel welcome.

However, we are not just about bold sweeping statements on diversity and equality. We all know actions speak louder than words. We are rightly proud of the progress we have made in improving inclusion in our workplace in recent years, whilst recognizing there are still areas where more needs to be done.


Egress aims to always foster a culture of respect and support to empower our people and their career journey.


Facilitate company-wide inclusion training and continue to educate on important, current, and unique matters both individuals and groups face.


Ensure equity in the hiring process to identify, attract, and retain talent, while providing resources and training for further growth.


Be accountable by establishing and reviewing measurable objectives (such as percentage of gender, Black, Asian and person of color representation at all levels of our business).

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Female representation.

In common with many technically biased organisations, we recognise that women are underrepresented in our workforce, but we have taken great strides to address this imbalance.   Female representation in our workplace has grown from 20% three years ago to over 30% today, and we aim to continue increasing this figure year on year.


BAME representation.

We also seek a workforce that represents the communities it is drawn from, and we constantly seek a diverse population of candidates to fill our open positions at all levels, and across all disciplines.  The representation of Black, Asian and Minority Ethnic employees in our workforce has been consistently above the national average for many years.

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Voted one of UK's Best Workplaces for Women.

Egress has been selected as one of the UK’s Best Workplaces for Women™ by Great Place to Work UK®

As an organization, we continue to be committed to ensuring all employees can reach their full potential.

Our position on this prestigious list is driven by the recent Great Place to Work survey, which measured the extent to which women across the organization reported a consistently great workplace experience, considering factors such as inclusivity, company values, and the effectiveness of our leaders.