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Principles

We are open and honest in all our relationships and we work globally and expect mutual respect, consideration and collaboration between all our people.
We engage and involve our people in improving the business and welcome feedback.
We rely on a diverse and inclusive workplace free from discrimination and we will not tolerate bullying, harassment or discrimination of any kind.
We ensure a zero-tolerance approach to discrimination based on age, disability, gender (including identity, expression and reassignment), marital or civil partner status, parental status (including maternity and paternity status), race, nationality, ethnic or national origin, religion or belief, sexual orientation or any other personal characteristic.
We encourage regular and effective conversations with managers, and to give and ask for feedback, so we can all be our best.
Our company will reward us fairly, taking into account our individual contribution and behaviour.
We resolve disputes fairly.
Deciding whether or not to join a trade union is our own choice. Our company will respect the collective representation and consultation processes and laws in the countries where we work.

We will

Strive to do our best work, in the right way, seeking support and feedback when we need it;
Not supervise or influence the recruitment, promotion, reward or benefits of a family member, close friend or someone with whom we are in a relationship;
Support and promote our team members’ development, managing under performance effectively;
Take seriously any concerns raised, and follow up appropriately, treating those who have raised them with fairness and without prejudice; and
Ensure we have the right work authorisation when travelling abroad on business, and where a local personal tax liability arises, discharge these obligations on a timely basis.

What happens when…

We’ve been asked to work on a really important project with a very short deadline. I know that we may have to work long hours to get it done. The parents in my team have to leave early for the school run, so I’m only going to ask people without children to be a part of the project team. Is this ok?

This is not ok. Be curious and ask the team who can support – the parents may have a great support network and can do work later at night once the school run is done. Diversity makes us more innovative, helps to prevent group think and ensures you get the best result for the project and for Rolls-Royce.

One of my colleagues always makes ‘jokes’ about my appearance and keeps asking me for meetings alone that we don’t need. It makes me feel uncomfortable, but my manager said it’s just banter and that asking them to stop would hurt their feelings. Am I making a fuss out of nothing?

We take allegations of harassment seriously and it is not ok to feel uncomfortable at work. If you have already spoken to your manager and it hasn’t been resolved, speak with Human Resources. They will help you navigate the next steps.

We’re close to the end of the quarter and it looks like we won’t meet our target unless we really push. I’m stressed and need my team to work harder, so it’s understandable that I yell sometimes, isn’t it?

As a manager, you’re expected to set challenging targets but it is never ok to bully or intimidate to achieve them. Yelling rarely motivates; instead try to analyse what’s stopping your team from achieving their goals and support their efforts to overcome this. If there are team members who genuinely need performance improvement, support and manage this appropriately.

I have been in my role for 18 months now and am still waiting for my first performance check-in. I’ve spoken to my manager, but we’re all so busy that it hasn’t been scheduled. Is this ok?

Regular check-ins are vital for your development and your manager is responsible for scheduling these regularly. Ask your manager again for a regular session to be arranged, and if you still need support ask Human Resources for help.

I’m a manager and someone in my team has come to me with a complaint. Should I send them to Human Resources?

Complaints and grievances should be resolved as soon as possible. First speak with the team member and try to resolve the issue together. If this doesn’t work, speak with Human Resources. They will help you navigate the process in your location.

My daughter has just been employed as a Rolls-Royce engineer in Canada. I work for Rolls-Royce in the US. Is this a problem?

Not all family relationships will automatically be a conflict of interest, it depends on whether either of you are in a position to influence future opportunities or benefits the other receives. You should disclose your daughter’s employment as a potential conflict of interest. Speak with your line manager to get this process started.

Group Policies

If need more information having reviewed our principles, these policy documents could help:

Additional Guidance

Having reviewed our principles and policies another potential source of information might be:

Some of these are internal links and only available if accessing from a Rolls-Royce GAD network asset.

Your HR intranet site
Leadership Toolkit
Immigration
International Assignments

Contacts

Still not clear, then contact the relevant Subject Matter Experts:

Some of these are internal links and only available if accessing from a Rolls-Royce GAD network asset.

GBS Service Portal
Your People Partner
Local Diversity and Inclusion contacts

If need more information having reviewed our principles, these policy documents could help:

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Rolls-Royce pioneers cutting-edge technologies that deliver clean, safe and competitive solutions to meet our planet’s vital power needs.