Indivior’s qualified and experienced Human Resources team maintain and develop a policy and practice framework for the entire business. The team is responsible for ensuring that Indivior is an employer of choice. Indivior believes that its workforce is fundamental to its long-term success and the achievements of its aims and objectives.
Breakdown of workforce data by key employment function
885 people were employed by Indivior at December 31, 2021 (December 31, 2020: 788)
| Function | December 31 2021 | December 31 2020 |
Commercial | 483 | 411 |
| Compliance | 19 | 16 |
| Corporate Affairs and Communications | 2 | 1 |
| Finance | 58 | 59 |
| Human Resources | 19 | 18 |
| Information Technology | 32 | 31 |
| Legal and Governance | 14 | 13 |
| Medical | 71 | 57 |
| Research and Development | 87 | 89 |
| Supply | 100 | 93 |
| Total | 885 | 788 |
Diversity and inclusion
In 2020, Indivior entered into a partnership with Heidrick and Struggles to accelerate its diversity and inclusion (D&I) journey addressing matters such as gender, race, creed and sexual orientation with the aim of creating an even more inclusive environment.
The ongoing project, which continued into 2021, has a number of features, including;
- Over 400 digital conversations to obtain employee feedback and views;
- In-depth interviews with senior management;
- The conduct of multiple employee focus groups
- A review of Human Resources data, practices and outcomes
- The conduct of multiple Executive Committee training and planning sessions
- Training company leaders on activating inclusion
- Surveying employees on D&I communications preferences and tailoring subsequent communications activities
In 2022, Indivior will;
- Roll-out “activating inclusion” training for the business leaders (c.250 employees) and “accelerating inclusion” training for all individual contributors (c.450 employees)
- Evolve the role of Indivior’s Culture Champions to become Culture and Inclusion Champions through the provision of advising training on “accelerating inclusion” concepts that will reinforce D&I concepts and initiatives across the business
- Train senior leaders and provide materials to enable quarterly “leader-led roundtables” with employees on relevant D&I topics
Additionally, Indivior will;
- Continue to look to expand sources for diverse candidates in the talent acquisition process
- Continue to aspire to create diverse candidate options for open and new positions
- Continue to review D&I data in relation to succession planning processes and outcomes
Gender pay-gap assessment and diversity data
Indivior conducts regular gender pay reviews which are voluntary and driven by the desire to do the right thing and ensure pay equity. This exercise was first conducted in 2018 when an independent review was conducted by Mercer. It highlighted a small number of potential matters which were immediately addressed.
Subsequent annual internal reviews are conducted to ensure that an equitable approach is maintained throughout the business.
Indivior’s gender diversity data, disclosed to meet the requirements of S414c of the UK Companies Act 2006, is recorded below.
| As at December 31 2021 | Total | Women | % | Men | % |
| Directors of Indivior PLC | 11 | 3 | 27 | 8 | 73 |
| Senior Managers * | 41 | 11 | 27 | 30 | 73 |
| All employees | 885 | 444 | 50 | 441 | 50 |
* Includes members of the Executive Committee who are not Directors of Indivior PLC and all subsidiary company directors
Flexible working
Indivior’s management team is mindful of its employees’ expectations following the working environment changes and experiences that resulted from the global COVID-19 pandemic. Indivior continues to promote flexible ways of working. These include a new collaboration model where eligible employees can work two core days within the working week in the office, one flexible day in the office and the remaining two days remotely.
Both Codes of Conduct are available for download from this page
