Diversity, Equity and inclusion
Our approach
Diversity Equity and Inclusion (DE&I) is fundamental to the well-being of our employees and the success of our business. We aim to build a workforce that is truly representative of the society in which we operate, where every employee feels respected and able to perform at their best. A diverse and inclusive workforce strengthens our capabilities, increases engagement and enhances business performance, contributing to fairer and more equitable communities.
In 2025, we launched a new DE&I framework built around four key pillars: Education, Empathy, Engagement and Accountability. This framework underpins all our activities and ensures our leadership team, DE&I Network and wider workforce are collectively accountable for advancing DE&I at Ithaca.
DE&I Network
Following the Business Combination with Eni UK at the end of 2024, we relaunched our DE&I network, welcoming new members from the combined companies who had fresh ideas and different experiences to bring to the group.
Ross Mitchell, EVP Business Development and Commercial, joined the network as Executive Leadership Team sponsor, acting as the link between the network and the leadership team. The network launched a company-wide employee survey specifically on DE&I, the results of which highlighted mental health, neurodiversity, culture, gender equality and general DE&I awareness as the top areas of focus.
Neurodiversity
The network ran a comprehensive programme to deepen understanding of neurodiversity, hosting six expert led sessions. These sessions also led to the creation of a peer support community which connects parents, carers and neurodivergent colleagues, who are seeking advice and sharing experiences. This organically formed group became one of the year’s most meaningful demonstrations of the network’s impact, showing how awareness and empathy can translate into real-world support.
Working people and families
In providing an inclusive workplace for its employees, Ithaca understands the challenge of trying to maintain a balance between family, health, and enjoying a career. As a result, we launched a working families group, offering a volunteer-led network to support colleagues during long-term sickness, grief or family leave. Volunteers act as an independent point of contact, helping colleagues stay connected while away and supporting their transition back to work.
Looking ahead
The DE&I Network continues to evolve its ways of working, maintaining regular communication, gathering suggestions from employees and collaborating with leaders to ensure DE&I considerations are embedded across the business.
Through events, expert speakers, survey-driven priorities and a strong focus on accountability, the network continues to make progress in shaping a culture where everyone feels able to express themselves, be heard and belong. As a result, in our 2025 Employee Engagement Survey, all DE&I questions saw a positive increase from 2023.
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