Open and close mobile menu


Equality, diversity & inclusion in the UK & Europe

We're not all the same and that's our greatest strength.

Like our geographic footprint here in the UK & Europe, our work is all about diversity.

From major rail projects such as HS2, Crossrail and DART network’s Kildare line; to delivering offshore wind and nuclear; our UK&E projects are all about balancing a mix of challenges, geographies, cultures, and languages. Bringing together teams with a diverse range of experiences, backgrounds and knowledge helps us to deliver the best solutions, engineering a better future for our planet and its people.

That’s one reason why diversity is so important to us – it enhances our ability to understand our clients and the communities that we work in – so that we can create and deliver more innovative, sustainable and inclusive solutions.

Yet Equality, Diversity & Inclusion is about much more than business performance. It's about creating a more welcoming place to work, where everyone feels valued and free to share ideas. It’s about working collaboratively with our industry and our clients to do the same. And it’s simply the right thing to do.

image of people putting their hands together

Putting ED&I at the heart of the UK & Europe

So we’re on a journey to put these principles at the heart of our culture and day-to-day work. It’s a journey led by all of us – supporting each other to create a more equal, diverse and inclusive place to thrive.

To help us get there faster, we’re aligned to the organization’s global ED&I program – Different makes a difference. What’s more, the UK & Europe region also has its own tailored action plans to deliver on the issues that matter most to our people here.

Weaving ED&I into everything we do

Join us in UK & Europe and you join over 9,000 people from a multitude of different cultures and backgrounds. Our goal is to make sure that every single person feels included, valued and has an equal voice. We aim to provide a supportive environment and be sensitive to individual needs and ambitions. We weave ED&I into all of our working practices and projects and its central to our culture.

You won’t just experience these values inside the business. You’ll also inspire the world around you – through more inclusive, accessible and sustainable design.

Whether it’s our Getting Home Safely initiative, improving safety for women in public spaces, or prioritizing accessibility in infrastructure development. We’re designing places that are more sensitive to human differences – in ability, language, culture, gender, age and other forms of diversity. We’re creating a better future, and you can help make it happen.

Removing barriers so we can all thrive

Change can only be driven by the right leaders – trusted, inclusive people who make us feel safe and valued.

This means removing barriers to progression and opportunity wherever we find them. It means further diversifying our hiring to include all under-represented groups and increasing representation of these groups at all levels throughout the UK&E, especially in leadership. We set targets for female and ethnic minority representation to keep us on track.

Of course, it doesn’t stop with hiring. No matter who you are, you’ll also be supported with ground-breaking learning opportunities, including signature programmes targeted at under-represented groups. To unleash your full potential, give you an equal chance of success, and enhance your career through more opportunities.

silhouette of women with a megaphone

Becoming a voice for change

Doing what’s right is what people know us for – and it's what you’ll be known for too. At all levels, our diverse teams are making a difference, and we’re proud to share our stories about how design can improve lives, for example mentoring with Women in Rail, working closely with Women in Science and Engineering (WISE) and promoting the huge impact of improved water and sanitation on women and girls in low-income countries.

Text: When we unite, we all feel included, and by combining our differences, we truly make a difference. Different makes a difference

Our commitments

  • Recruit from the most diverse talent pool and increase the proportion of female and ethnic minorities within our Early Careers intake Set targets for women and ethnic minority staff within our business and continuously review our Different Makes a Difference plan to ensure we achieve them
  • Actively promote our Returners Programme to help more women and parents back into careers (we’re also piloting a buddy scheme to offer further support parents with their return to work).
  • Help employees and line managers by embedding our Pregnancy Loss toolkit
  • Support those who may need a reasonable adjustment to address a challenge at work or during recruitment.
  • Overcome barriers to career progression for women and ethnic minorities, with actions based on our in-depth Career Deflection Report.
  • Work with our supply chain to understand where they are on their ED&I journey and support them in becoming aligned with our policy.
  • Provide inclusive leadership training with our senior leaders.
  • Keep pushing our signature programs to develop skills and confidence – such as Thrive, aimed to level the playing field for under-represented groups, and Inspire, for developing women in the workplace so that they can achieve greater success.

disability confident image

Measuring progress thoroughly and clearly

We know that our progress needs to be both meaningful and measurable, so our work is accredited by renowned ED&I partners. We're very proud to be a disability confident leader. And we’re proud to have been awarded the Clear Assured Gold standard for integrating ED&I into everything that we do. We’re the only company in the engineering sector to hold this standard.

Our ED&I progress is also informed by employee experiences and properly evaluated by our people. We do this every year – combining deep data with far-reaching surveys across the region. This information is freely and clearly available to all our people.

group of women working and laughing together

It's everyone's business to help make us better

Our journey is ongoing, and progress doesn’t just come from a program or a leader – we all need to be part of the difference. So we encourage everyone to get involved and make their voices heard. This is most evident in our self-generated Staff Networks – representing groups from women to LGBTQ+, military to faith. Every voice matters. And only by hearing them all will we create a culture that fosters true inclusivity and equality.



An overview of female representation across our organization in the UK & Europe in 2022 and 2023.

Employee resource groups


A network for advocates of the Armed Forces to collaborate with the Partnering with Armed Forces Programme. Our community includes veterans, reservists, members of armed forces cadet organisations, and spouses. We aim to support these through our current and future initiatives. We also welcome those who are wider family members or supporters and want to get involved.

Embrace provides a community for ethnic minority colleagues and allies at AtkinsRéalis. This employee resource group (ERG) seeks to better understand the challenges affecting ethnic minority employees, to enable discussion around their lived experiences, the challenges faced and ideas around solutions in a supportive environment. The mission? To be influencers of change, encouraging and embracing the creation of a more diverse and inclusive workforce.

The Women’s Professional Network (WPN) is a staff network encouraging a gender-balanced, inclusive workplace where all employees can flourish.  We endeavour to create a space for attendees to network and share knowledge with colleagues from across the business and other organisations.  Read more on women at AtkinsRéalis.

Image of women at Atkins standing by the ledge of a balcony, smiling

Enable is a friendly vibrant community for sharing ideas, information and news relevant to those affected by disability or health conditions – visible or not.

Animated image of different people indicating diversity

This is a place for our employees to discuss LGBTQ+ issues, regardless of whether they identify themselves as a member of the LGBTQ+ community or otherwise.

We understand that people have varying faiths and beliefs, we want to embrace everyone’s individual relationship with their faith or belief, and we want to celebrate with all faiths and beliefs within our organization. Our Faith Network helps us cultivate an environment in which staff of all faiths and beliefs can have confidence in themselves and feel empowered to bring their whole selves to work.

Graphic image showcasing symbols from a variety of religions

The Menopause Network is there to support our staff through what can be a very emotionally and physically challenging time, often when women are progressing in, or are at the peak of, their career. As well as providing opportunities to share experiences, offering support through difficult times and signposting valuable sources of help and information, we are driving change across the business by raising awareness and providing education for all with the ultimate aim of improving retention and supporting equality in the workplace.

The word menopause spelt out on scrabble pieces

Neurodiversity refers to individuals with ‘spectrum’ conditions including autism, dyslexia, dyspraxia, Attention Deficit Hyperactivity Disorder (ADHD) and Obsessive Compulsive Disorder (OCD).Chances are, we sit next to, work with, work for, manage or have family members at home who are neurodiverse. Our Neurodiversity Network brings awareness, support and a chance to normalise conversations around the topic.

ParentNet is a group for everyone with an interest in parenting to ask questions, share stories and support each other.  All are welcome to join, whether you’re a parent, parent-to-be, line manager, grandparent, aunt, uncle or Super Nanny!

Image of a child testing the waters at a beach

The Returners Programme is for professionals with work experience who have taken an extended career break for typically two years or more and who are looking for a supported step back into a permanent role.

Image of a man smiling while other two people are looking at him