98 ITV plc Annual Report and Accounts 2023 ITV plc Annual Report and Accounts 2023 99 VALUES IN ACTION – UNDERSTANDING AND MONITORING OUR CULTURE CONTINUED G O VE R NAN C RECRUITMENT AND RETENTIONSOCIAL PURPOSE, DIVERSITY EQUITY AND INCLUSION E How the Board monitors cultureCultural insight gainedHow the Board monitors culture Cultural insight gained Annual review session by the Nominations Committee of senior management As well as a review of succession plans, this session also provided the Board Annual review of ITV’s Social Purpose strategy, performance and plans. How ITV’s Social Purpose campaigns influence culture internally as well talent and succession planning led by the Chief Executive.with opportunity to understand how we had delivered the 2023 ITV people as externally. priorities, with focus on our key people processes, as well as how we are managing the people challenges and risks as we lean into our digital Outcome transformation and phase two of the More Than TV strategy.The Board will continue to monitor key priorities and initiatives in pursuit of ITV’s Social Purpose strategy. Outcome How the Board monitors culture Cultural insight gained The session was led by the Chief Executive, with a robust conversation on senior level succession planning as well as enabling the Nominations Committee Annual review of Diversity Equity and Inclusion. Regular updates on progress The impact the Diversity Acceleration Plan is having on colleague sentiment to ask questions and challenge the strength of the succession plans. Additionally, the pre-read provided the Committee with details on the steps taken on ITV’s Diversity Acceleration Plan and feedback from ITV’s inclusion and ITV’s reputation as having an inclusive culture, and the latter’s appeal to to deliver and execute on the 2023 people plan across our key people processes, including: selection and hiring of key talent; performance management; networks. Regular monitoring by Nominations Committee of progress against future employees. learning & development; and engagement. The paper also outlined any areas of risk as it relates to our people, and how this is being mitigated.diversity targets, with diversity on the Board agenda at least annually. How ITV’s culture is enabling progress to be accelerated through Group-wide Chief Executive attendance at ITV’s Cultural Advisory Council, comprising a diversity and inclusion initiatives. group of independent external advisers from a range of different industries and specialisms who advise, challenge and counsel ITV on its diversity, Equity SAFETY, WELLBEING AND MENTAL HEALTHand inclusion activities. How the Board monitors cultureCultural insight gained Review by Audit and Risk Committee of the improvements to the Group’s risk Insight into the safety behaviours across all business areas (international and Outcome management processes and systems that drive health and safety behaviours UK), including the culture of ownership of risk.The Nominations Committee will continue to monitor progress being made to meet diversity targets to ensure recruitment and succession initiatives support in the areas of operational security, business continuity and duty of care. This ITV’s Diversity, Equity and Inclusion strategy. See pages 37 to 39 for outcomes related to Diversity, Equity and Inclusion. includes the systems in place for our stakeholders to identify and raise health and safety issues, including duty of care and Speaking Up concerns. Outcome Through regular Board updates from the Chief Executive and from the Audit and Risk Committee, the Board will continue to ensure the right processes and SPEAKING UP procedures are in place for the safety of our colleagues, suppliers, programme participants and viewers, and that ITV continues to uphold high standards of duty of care. How the Board monitors culture Cultural insight gained How the Board monitors cultureCultural insight gainedThe Board receives data on Speaking Up reports received via the independent A perspective on the nature of colleague concerns and trends in the Safecall facility and other relevant channels available across ITV, at every behaviours of colleagues generally. Audit and Risk Committee review of duty of care updates from the Duty of How the mental wellbeing processes and support for colleagues and Board meeting. In addition, the Audit and Risk Committee reviews and Insight into how concerns are handled by ITV and indications of how the Care Operating Board (also reported to the Board), on the processes and stakeholders continue to enhance ITV’s culture where social inclusion is monitors the effectiveness of the Speaking Up policy, processes and alternative routes for raising all risk concerns are being utilised. standards in place for colleague and other relevant stakeholder’s wellbeing. embraced and mental health issues are understood, accepted and framework annually and receives Speaking Up reports at least twice a year Feedback from the Ambassador and Network groups, and Mental Health safeguarded.providing analysis of complaints received, those substantiated, process for Advisory Group (external experts), included guidance and support on ITV’s investigating, themes and actions taken. Feedback is given to the Board. approach to mental health and wellbeing with colleagues, production teams, Review conducted by the internal audit function in 2023 of the effectiveness participants in our programmes and viewers.of the Speaking Up process. Outcome See page 113 for the Speaking Up framework’s implementation in 2023. The Board, through the Chief Executive and Duty of Care Operating Board continues to regularly monitor colleague wellbeing (including mental health) and the efficacy of initiatives on culture. The Audit and Risk Committee Chair attends all Duty of Care Operating Board meetings, on behalf of the Board, providing Board oversight, challenge and support and enabling direct feedback to the Board. In 2023 there was an internal audit on Safeguarding and Outcome Duty of Care controls with a focus on compliance with the provisions under Ofcom’s Broadcasting Code. The review highlighted examples of good practice The Audit and Risk Committee will continue to monitor the effectiveness of the Speaking Up framework, and feed back to the Board on how this has supported in the design and implementation of the controls, but made some key recommendations around operational effectiveness which have been addressed.the openness of ITV’s culture. REMUNERATION How the Board monitors culture Cultural insight gained Review by the Remuneration Committee of the wider employee reward Insight into the role that remuneration and setting performance goals, has on framework, including gender, ethnicity, disability and LGBTQ+ pay gaps, CEO promoting the right behaviours and the extent to which incentives and pay ratios and how our approach to Directors’ remuneration aligns with our rewards are aligned with culture. approach for the overall workforce. Integration of ESG measures into incentive targets. Live Q&A and remuneration discussion for Ambassadors hosted by the Remuneration Committee Chair, which was reported back to the Committee. Outcome The Remuneration Committee will continue to report to the Board on colleague sentiment in relation to retention and reward initiatives.