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The recruitment, development and retention of a capable and diverse pool of talent is key to our success.
We provide training and opportunities for career advancement, reward our employees fairly and recognise the importance of supporting the wellbeing and satisfaction of our employees by providing a healthy working environment and work/life balance.
With fewer than 240 employees, we benefit from a flat organisational structure, which facilitates a culture of an open communication. Direct feedback to senior managers is actively encouraged. We are a meritocracy and, as such, our employees are recruited, promoted and rewarded based on merit.
Advancing our strategic objectives depends on our ability to attract, retain and motivate smart people. We therefore provide our employees with the opportunities, experience and training to achieve their potential and grow their knowledge, skills and capabilities.
We encourage employees to take responsibility for their own development, working with their line managers to devise personal development plans to support the achievement of their individual aspirations, consistent with 3i’s objectives.
Given the specialised nature of many of the roles in 3i, an emphasis is placed on work-based learning, with the provision of development opportunities supported by appropriate training and mentoring. This is supplemented by formal courses conducted both internally and externally and usually with a multinational group drawn from across the countries in which 3i operates.
During the year to 31 March 2022, we provided formal specialist training on areas and skills including: leadership skills; executive coaching; financial modelling; presentation and communication skills; speed reading; impact and gravitas; virtual presentation training; interview skills; and sustainability.
Our investment executives regularly receive education on issues of wider topical interest and impact. Last year, this was focused on the implications of an inflationary environment and of supply chain bottlenecks on our portfolio, as well as on cyber security.
We organised periodic induction sessions (both virtual and in person) to welcome new joiners, with presentations from the Chief Executive and other senior executives on different areas of the business. Our induction process was enhanced in the year with the allocation of a buddy and mentor to new joiners. The buddy and mentor programme has been well received and proved particularly helpful to employees who joined when our offices were closed as a result of the Covid-19 pandemic.
Key to personal development for all employees is a formal annual appraisal process, where performance is measured against agreed objectives and against 3i’s values to inform decisions on remuneration, career development and future progression. Employees are encouraged to make use of an online facility to obtain 360-degree feedback as part of this process. All employees receive formal performance assessment and objective setting reviews with their managers annually and may receive informal reviews throughout the course of the year.
Our workforce is very international and our 236 employees at the end of March 2022 were of 21 different nationalities. We value highly the diversity of thoughts and experiences this brings. We cultivate an inclusive environment for existing and prospective employees which respects, involves and leverages diverse talent for greater organisational good.
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3i is an equal opportunities employer and prohibits unfair discrimination. In light of our small workforce, we do not set specific diversity targets, but we seek to create, through our culture and policies, a work environment that helps to bring out the best in our employees.
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Whilst 3i does not have, nor need, a specific human rights policy, our policies are nevertheless consistent with internationally-recognised human rights principles such as the UN Global Compact.
We comply fully with applicable human rights legislation in the countries in which we operate, for example covering areas such as freedom of association and the right to collective bargaining, equal remuneration and protection against discrimination.
Due to the small number and diverse functions of our employees, as well as the nature of our business, our employees are not, in practice, unionised and do not engage in collective bargaining. We do not procure services from nor invest in businesses which make use of slavery, human trafficking, forced labour, compulsory labour or harmful child labour.
We published our statement on Modern Slavery for the financial year ending 31 March 2021 on our website in September 2021, and updated this statement in September 2022.
