Inclusion, diversity & equality

Diversity & Inclusion

At Rolls-Royce, we want you to be part of a culture of caring and belonging.

You’ll find this reflected in our behaviours, in our policies and practices and in our coaching and development. We proactively promote inclusion as it’s critical to our success. Creating an environment where everyone feels valued, respected and included is one of the ways that we are actively shaping and improving the world we live in.

Our care promise

At the heart of our People Strategy is a promise to create a working environment where we can each be our best. This is our guiding principle.

Balance makes us better

We’re working to increase the diversity of our teams. We have a robust strategy and we’re taking deliberate action to increase the representation of different groups. This is good for our business and good for our people: different perspectives help us to make better decisions, innovate and deliver to our customers. Together we do amazing things.

We value your uniqueness

Diversity is a measure of individuality. It goes way beyond what can be seen on the outside. Your uniqueness stems from your beliefs, characteristics and personality and your needs as an individual, which evolve in line with personal circumstances and commitments. We want your individuality to shine so you feel able to be your authentic self at work and to help us reach our goals.

Equal opportunities

We are an equal opportunity employer

We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity and expression national origin, disability, veteran status, or any other protected characteristic. Individuals interested in applying for employment with us who need special assistance or accommodation to apply for a posted position should contact us:

Rolls-Royce North America Disability Accommodation Center: +1 866 963 5938 or North America HR Shared Service Center: 1 877 787 NAHR (6247) or +1 317 230 7777.

EEO and Affirmative Action policy

Follow the links for information about pay your rights under Equal Employment Opportunity Law and further related information.

Information about pay

Equal Employment Opportunity Law

Further related information

Ways in which we support inclusion

We’ve been strengthening accountability, engagement and advocacy to ensure this is built into everything we do. In North America, this includes:

Increased focus on the importance of flexible working and agility
Changed bereavement leave entitlement, trusting our employees to determine when they need to utilize bereavement leave (not linked to specific family members), and supporting them when they are grieving
Enhanced Benefits to include fertility treatment, gender reassignment, equal benefits for same sex couples and bariatric surgery
Introduced paid parental leave – 6 weeks at 100% base pay for adoption, paternity or maternity (in addition to 6 weeks short term disability at full pay to employees who gave birth)
Introduced paid family care leave – 2 weeks leave at 100% base pay to care for a sick family member in line with the Family Medical Leave Act
Improved Corporate Equality Index score to 100 demonstrating our commitment to being a wholly inclusive work place
Launched Milk Stork – supporting breastmilk transportation for our employees who are nursing mothers and traveling for business

We’re all in this together

You have a big role to play too because when we talk about inclusion, we’re talking about the deliberate actions and behaviours that all of us can practice that enable everyone around us to be at their best,

Being open to new perspectives and letting go of previously-held assumptions
Having the courage to accept that you can’t know everything and asking for help when you need it.
Actively listening to a diverse range of opinions as often as possible to shape the best decisions

Willingly doing things differently if it means a faster and more efficient solution or delivery.
Showing an interest in the people around you and in their wellbeing.

Let’s share responsibility; D&I isn’t something that businesses ‘do’, we’re all in this together.