IBS efforts to become more inclusive and diverse are part and parcel of us achieving our wider transformation. We need the widest possible view on talent, and we should be recruiting from all sections of society. We need to be open and honest with ourselves and with others about the obstacles that get in the way of that.

We need to support people from underrepresented backgrounds through every stage of the talent journey – making sure we create an inclusive culture and spot and develop internal talent just as we seek out external talent. It’s our responsibility to the people we serve to make sure we’re drawing on the widest possible range of views and experiences.

Diversity is a priority for our Executive Committee, and all our senior leaders have a particular role to play as vocal and visible advocates for a more diverse IBS.

We want IBS to be a diverse place to work, with a wide view on what talent looks like. We should be an organisation where people can have varied careers, where people are supported and invested in and where different views are respected.

Our diversity and inclusion strategy is a key part of building that organisation and supports our overall mission and objectives as an organisation.

Diversity and inclusion strategy for the workplace

What is our strategy?

Our diversity and inclusion strategy sets out our diversity, equality and inclusion aim through to 2020, through a clear focus on 4 strategic themes:

  1. Representation
  2. Inclusion
  3. Capability
  4. Customer/Employee equality

It supports the delivery of IBS’s key objectives by highlighting the role diversity, equality and inclusion play in what we do.

It recognises that our people have different skills; different ways of thinking and working; different knowledge and experience and the need for us to harness these differences for the benefit of our business and our customers.

This strategy is for all IBS employees, at all levels, wherever they work and whatever they do.

Monitoring progress

Our central diversity and inclusion team will oversee the implementation of our diversity and inclusion action plan and report on progress half-yearly to IBS’s Committmembersers.

IBS beliefs and aline with the Law of the state and take action against individuals and organisations within 72 hours of the complaint which will be independently investigated. We provide an equal platform to everyone and we welcome to all join us and part of this organisation.

  1. Speak to the manager/supervisor,
  2. If the complaint is about management then speak to Operational Director on the region. If you complain is about the director then you can write to Head Office to the compliance team.
  3. Write to the HR director and your complaint will be confidential.
  4. If you are not satisfied with your outcome then you can rise your dispute through Solicitor or mediator.

Local Jobs for Local People

IBS is aiming to promote local Jobs for local people to avoid extensive use of personal transportation and limited burden on public transportation to promote green environment initiative. Therefore, IBS providing professional skills to the individuals and professionals across the country through our accreditated centre. We advertise Jobs on our website, through social media, paper media, and from Universities directly. Please download the application form and once it is completed then scan it and send it over to career@surveyors.org.pk.