SOCIAL

We’re building a thriving ONETEAM culture that people chase, not just choose.

Respecting our community of DM colleagues and our local areas, we channel that energy into create lasting impact

Click on the icons to find out more about our exciting initiatives.

SOCIAL

We’re building a thriving ONETEAM culture that people chase, not just choose.

Respecting our community of DM colleagues and our local areas, we channel that energy into create lasting impact.

Equality in action

  • We publish a Gender Pay Gap report annually because we’re committed to ensuring gender parity and being transparent with our data
  • In 2025, our median pay gap was 3.74%. While we know this isn’t where we ultimately want it to be, we’re aiming to close the gap entirely by 2030. It’s also encouraging to note that we are currently ahead of many of our competitors, as highlighted in the report
  • We carry out regular pay equity audits and implement remediation plans to adjust salaries where necessary
  • Talent and succession planning for senior roles is reviewed every year
  • Our Talent Acquisition team has embedded unbiased, skills‑based hiring practices, including structured interviews
  • We’re also continuing to explore new ways to broaden diversity in our hiring and reach the very best people. One example for 2025 is our work with the Careers Transition Partnership, in collaboration with the Forces Employment Charity

Happiness and engagement

  • Our current eNPS baseline is 43 (autumn 2025) and we have a brave target of 80, which would place us as world class
  • In the past year, our People team has enhanced career pathways, psychological safety, and positive relationships at work
  • The DM Way is how we define our culture. We use it to champion wellbeing initiatives and regular internal recognition (eg Cheers for Peers)
  • ESG is part of our two-day onboarding process for new starters
  • In 2025, we introduced a new Employee Handbook and an AI assistant, ‘Ask Pat’. This helps promote transparency and access to key DM policies
  • We launched a new performance tool for 2026, putting happiness and personal development on an equal footing with task delivery

Social impact

  • As Gold members of The 5% Club, we are aligned with their goals to foster social mobility and boost UK economic productivity by having a minimum of 5% of their workforce roles in apprenticeships, graduate schemes, or sponsored student positions
  • We ensure fair labour practices and uphold commitments in our Modern Slavery Statement
  • As part of a two-year commitment, we have a charity partnership with Brain Tumour Research
  • Last year we launched the DM Foundation, working with The School Outreach Company to provide career pathways for disadvantaged school children

EXTENDING THE TALENT POOL

ENCOURAGING VETERANS & RESERVISTS

In 2025, Dalcour Maclaren has continued to attract an increased diversity of talent. This year, DM have worked with CTP (Careers Transition Partnership), a collaboration with Forces Employment Charity, to attract and offer opportunities to individuals from the Armed Forces.

In addition, in 2025 we recruited three people from either a reservist or veteran background, including a Director on our Senior Leadership Team. We also offer 10 working days per year for military service.

BRINGING DM INTO EDUCATION

Dalcour Maclaren also represents one third of The Bloxham Sustainability Challenge, a bold programme that connects education, industry, and geospatial technologies to tackle real climate issues.

This programme is now in its third year, growing from one school to more than 30 schools across the UK. The Challenge gives students from all backgrounds the opportunity to engage in real-world climate education with access to experts from across the industry. It has shaped the key soft skills the industry needs from the next generation of talent.

We have been instrumental in supporting the challenge to receive EPQ accreditation status, meaning students who complete the challenge from 2026 onwards will receive an EPQ certification. This is equivalent to half an A-level and recognised by UCAS and student applications to Further Education establishments.

Schools from lower income areas are increasingly engaging with EPQs which means this accreditation will allow a more diverse profile of students to be recognised.