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Diversity and Inclusion

At Atkins, we believe that, in today’s global market, diverse groups make better decisions and that better decisions lead to better business results and better outcomes for the communities we serve. We’ve set ourselves a challenge, to build on the great work we’ve done so far by pursuing improvements for all underrepresented groups and promoting a more inclusive culture for all employees. Our diversity and inclusion priorities are encompassed in all activities of the business: from initial recruitment and onboarding stages, further development and advancement, engagement and sharing examples of role models, to enabling people to see the connection between such priorities, business strategy, and our core values. 

A Common Commitment

Our Staff networks fulfil various functions, including providing opportunities for social interaction, peer support and personal development, as well as contributing to the development of policies and working practices. We don't dictate which networks should exist, but rather fully support any self-generated group that wishes to help promote diversity and inclusion in the workplace. Here are some of our existing staff networks: 


Women at Atkins

We’re committed to leading change for gender equality and equity in our industry. It’s a reflection of who we are and it’s what we believe in – shaping a better future. Through best practices, training and mentoring, we’re accelerating the progress of our female employees at all career stages. Read more


Working parents can face challenges and work-life balance conflicts, and not just women who have recently returned to work, but both men and women who have children of all ages. The aim of the forum is a support network, as it can feel quite isolating when you’re facing a challenge that perhaps isn’t understood by non-parents, or sometimes even other working parents within your team.


This is a place for staff at SNC-Lavalin's Atkins business to discuss LGBT+ issues. We welcome all employees with an interest, regardless of whether they identify themselves as a member of the LGBT community or otherwise.. Read more

Black Asian and Minority Ethnicities (BAME) Network

The forum discusses challenges, ideas and solutions around concerns of race and provides an open and supportive environment for individuals. The network wants to influence change toward more inclusion, and help the business better appreciate the diverse ethnic contexts in which it operates.

ENABLE Disability Network

ENABLE has been set up as a friendly open forum to allow employees and carers to share ideas, information and news. The forum recognises that how our members perceive disability is a very individual thing and we don’t use labels. Contributors add items ranging from sickness and benefits to disability issues.

Mental Health Pledge

It’s been over a year since we started our Mental Health First Aider (MHFA) pilot and already we have 100 first aiders with a 50/50 gender split. We also signed the Time to Change Employer Pledge - a commitment to change the way we think and act about mental health at every level of our UK & Europe business. We pledge to help break down the stigma around mental health by keeping the conversation going and guiding behaviours across all levels of our business as part of caring for the people who work for us. Read more here


Diversity in Engineering Award Winner 2017

The annual honour recognises a company that has made a measurable difference to increase diversity and inclusion in the workplace, and to create an environment where employees can thrive.

"When it comes to diversity, we're on a long journey, and as an industry we still have a lot to accomplish. This award recognises how far we've come and the impact that our commitment has already had on our ability to recruit, develop and retain the very best people in our industry. We want to build on this progress, stretch our ambitions even further and make our organisation truly inclusive for all."

Sharron Pamplin, HR director, UK & Europe

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