We want to live in a world where everyone is respected for being their authentic selves. As a business we strive to create an environment where everyone can flourish and thrive. To make that possible we aim to always act with compassion and respect.
In Spring 2020 the Black Lives Matter movement made us reappraise our approach to racism.
A passionate team of people led the company on a journey of asking difficult questions, reflecting and learning.
As a result, we pledged to become an anti-racist organisation. To make that possible we’re challenging ourselves, our influence, and our voice:
Every Pukka employee is completing mandatory training on racism;
Every supplier and strategic partner is being reviewed and we are incorporating being anti-racist into choosing who to work with and how we work together;
Everywhere we speak, we will strive to be inclusive and representative; This is how being an anti-racist organisation feeds into our Inclusion and Diversity 5 year plan:
We aim for every Pukka person to feel they can be their authentic self at work*;
We aim to have a gender balance at every levels of the company;
We aim to annually increase racial and ethnic diversity;
We aim to annually increase representation of people with disabilities;
Becoming anti-racist is going to take time, require soul searching and introspection. We’re doing it because being representative and inclusive is the right thing for our people, our business and the wider world.
Click here for resources recommended by B the change about how organisation can become anti-racist.
*Pukka runs annual voluntary employee surveys where this data is collected.
Who works at Pukka?
Pukka's Leadership roles are currently comprised of 43% female-identifying employees** and 29% Black employees**. Across our whole company globally 9% of our employees are Black, Asian and Minority Ethnic, 2% of which are Black**. In our hometown of Bristol, UK, 16% of the population belong to Black, Asian and Minority Ethnic groups and we continue to strive for fair representation across all levels of our business.
As a B Corp (a business as a force for good) we complete a B Corp Impact Assessment which is shared publicly every four years and includes information about the demographics of our employees. The last report was in 2018 and we will submit new data in 2022. You can find the report here: Pukka's B Corp report results
**Data correct as at 31st January 2021 in terms of current composition of the Pukka Leadership Team and those employees who voluntarily chose to complete our annual Diversity and Inclusion survey.