ED&I Targets and Commitments

Strive to integrate inclusion into our core organisational structure, policies and practices:

• By 2023, high potential employees from under-represented groups will be sponsored for advancement
• By 2025, in each region, Tate & Lyle aims to achieve parity in attrition rates and employee engagement scores for inclusion questions between minority and majority groups

Strive for diversity in the workforce that reflects the local communities the business serves:

• By 2025, the business aims to achieve gender parity in leadership and management roles
• By 2030, we aspire for teams at all levels to be representative of their local communities

Educate all to achieve the competence needed to create and sustain an inclusive culture:

• By 2022, we aim for 10% of Employee Resource Group (ERG) leaders’ paid time will be spent on ERG work
• By 2025, we aspire for employees, managers and leadership to spend 10, 15 and 20 hours each respectively on inclusion training

Listen to, speak to and serve society by delivering progress on inclusion for and with Tate and Lyle’s customers, communities and suppliers:

• By 2030, we aim for employees to have spent 50,000 hours volunteering for projects aligned with our purpose and the UN SDGs, with an ambition to reach 20,000 hours by 2025
• By 2030, we aspire to expand our spend with diverse suppliers globally, with interim goals achieved for North America supplier diversity by 2027