Creating a culture of belonging
At Hammer, we believe that diversity drives innovation, equity ensures fairness and inclusion fosters collaboration. By valuing the unique perspectives, experiences and talents of our people, we create a workplace where everyone feels they belong and can thrive.
As Hammer begins a new chapter as an independent business, we’re at the start of building our own DE&I journey. This is an exciting opportunity to engage with our people, listen to their ideas, and shape policies that make Hammer an even better place to work.
Our legacy has always been about valuing people for who they are and what they bring. We’re carrying that forward and have strong foundations to build upon.
Our aim is simple: to make Hammer a place where everyone can be their authentic self, do their best work, and feel genuinely part of something bigger.
We’re developing a unified approach to inclusion across Hammer - connecting every part of our business to a shared framework that will evolve as we grow and learn.
All colleagues are trained regularly to help our understand, advocate for and practise inclusion. This includes topics such as unconscious bias, allyship and advocacy through our industry leading learning platform.
We encourage employee-led groups that raise awareness and provide support for underrepresented communities including women, disability, LGBTQIA+ and neurodiversity. These groups create safe spaces for open conversation and help us shape a culture of belonging.
We’re building partnerships with local organisations to offer work placements and collaborative projects that create opportunities for students and bring fresh perspectives into our business.
Hammer Distribution is proud to be a Disability Confident Committed employer. As part of this commitment, we run inclusive and accessible recruitment, clearly promote vacancies, anticipate and provide reasonable adjustments, and support colleagues who acquire a disability or long-term health condition to stay in work.
We’ll measure and track diversity across all levels to ensure we’re making real progress - and identify where more focus is needed.
We’re exploring how to share our DE&I progress publicly, including future gender pay gap and diversity data, as part of our commitment to openness and accountability.
Abi Crotty, People Lead, Hammer
