Building a more sustainable future

Developments in our Research division help to broaden the intelligence available to clients.

• Growth of data streams on every vessel type, supporting clients in selecting the most environmentally friendly ships.
• Enhanced provision of market-leading data on alternative-fuelled vessels, Energy Saving Technologies, vessel speed and CII ratings.
• Release of market impact assessments around fuelling transition, IMO short-term measures and the EU ETS.
• Further enhancements of Renewables Intelligence Network, providing leading data on offshore renewables generally, including the fast-growing offshore wind market.
• Development of the Clarksons Research energy transition model, which supports our clients in planning for the coming decades around changes in the energy mix.
• Increasing use of data and intelligence by the global shipping industry, academic research and policymakers as a trusted source.

Investment in divisional teams to better support our clients in their decarbonisation strategies.

• Focused the Gibb Safety and Survival business in the Support division on meeting the needs of the industry which supports the construction and maintenance of offshore wind farms.
• Further development and expansion of the Green Transition team, launched in 2021.
• Enhancement of expertise within the newbuilding team to support clients in their decisions regarding alternative-fuelled vessels, thereby evolving the tonnage on the water towards lower-emitting vessels.
• Deal-flow within the Securities business across renewable and clean technology.

We are evolving our technology offering to provide clients with the tools to inform cleaner decisions.

• Introduction of Sea’s Carbon Exposure solution, which empowers clients to manage voyage carbon emissions and costs through forecasting and tracking emissions.

We are working with other stakeholders in the shipping community to further support its role in meeting global decarbonisation.

• Continued work by the Financial division with banks and shipowners to meet the needs of the Poseidon Principles.
• Joining the Carbon Capture and Storage Association (‘CCSA’) to help drive CO2 shipping solutions and evolution of the sector. The CCSA is the leading European association accelerating the commercial deployment of carbon capture, utilisation and storage, an essential solution to reach net zero emissions.

The Company has reported consistent with the TCFD recommendations during the year ended 31 December 2024, with the exception of the recommendations a) and c) under the Metrics and Targets pillar where we have provided an explanation. Our approach to the governance and risk management pillars of TCFD is integrated into our wider processes. You can read more on our approach in our 2024 Annual Report on pages 75 and 76.

We invest in our people; we equip them with the knowledge and resources they need to navigate these huge market moments through extensive training and career development programmes.

Clarksons is a relationship-driven business, and we are dedicated to
delivering a diverse and engaging workplace where employees can
thrive and feel valued. Engaging with our people and understanding what is important to them is essential to our ongoing success.

• We foster a culture that values open, transparent and direct
  communication across all levels to ensure that Clarksons is a great place to work.
• We equip our managers with the tools and support they need to
  engage meaningfully with their teams, facilitating open and constructive conversations that address the needs and aspirations of our people.
• Regular feedback and insights are encouraged, with both informal communication channels and more structured forums
  enabling employees to share their perspectives and contribute to shaping the future of our business.
• We run Employee Voice Forum meetings which provide employees with the opportunity to raise and discuss important topics with each other and our Employee Engagement Director
  (a Non-Executive Director).
• monthly global and divisional management forums, employee
  pulse surveys, and regular internal communications that feature company updates and educational content.

We are dedicated to attracting and retaining a diverse range of talent. We believe that our strength lies in the diversity of thought, perspective, and experience across our teams. Fostering an inclusive culture and a strong sense of belonging is a core priority at Clarksons, and we strive to create an environment where everyone can contribute and thrive.

• We continue to expand our recruitment practices, policies and campaigns to create a diverse and inclusive workplace.
• We have focused on removing barriers to potential candidates and growing our network of diverse talent pools.
• This year we were pleased to join Encompass Equality as one of its founding members. The membership organisation supports companies to advance diversity, equity and inclusion with a focus on investing in female retention and progression.
• Over the next year, we will be enhancing our DEI employee training and data practices to improve insights at all levels of the business.

Recruitment and talent management

Clarksons delivers world-leading expertise through our dedicated and
innovative people. We continue to attract and retain the best talent in
the industry. We partner with talent agencies that share and support our DEI aspirations, and ensure that we are increasing the diversity of recruitment pools.

• Our early careers initiatives are having an impact on changing
  the gender profile of our broking workforce. The intakes of our Global Trainee Broker Programme in 2023 and 2024 were both over 35% female.
• We offer exceptional career opportunities in a fast-paced, innovative industry, where our employees are encouraged to grow and challenge themselves.
• We provide resources and support that empower individuals
  to develop into future leaders. Key initiatives include an annual performance review and bi-annual promotions process, based on a consistent competency-based performance framework.

Clarksons Leadership Development Programme

Our bespoke Leadership Development Programme delivers a series of in-depth training modules to business leaders, supporting them to develop the skills that they need to lead successful teams that continually raise the bar. Modules include personal leadership style and communication skills, with participants receiving detailed feedback from their teams to reflect upon. This year we were delighted to expand the training programme with a virtual offering in our Asia offices.

Learning and development

The maritime industry is fast-paced and ever-changing. We create teams that can quickly and effectively meet the unique needs of each of our clients. We foster an environment of hands-on and integrated learning for our employees, to give them an unrivalled understanding of global shipping.

• Alongside this experiential and team-centred learning, we deliver
  structured training through the Clarksons Academy. Our global learning portal encompasses technical and industry training, as well as professional and personal skills.
• This year we further developed our training programme by
  launching Clarksons Academy Plus, a platform that features curated learning pathways with access to thousands of multilingual videos and modules.
• Throughout the year we deliver seminars and webinars on current affairs, key topics, regulations and challenges to ensure our teams can meet the demands of the global shipping industry.
• We have long-term partnerships with initiatives such as the UK’s Maritime Masters programme and support employees to study for membership of the Institute of Chartered Shipbrokers.

• Our teams can continually develop the depth and breadth of their expertise to advance their careers. The Clarksons Academy – our centralised global learning portal – provides access to a wide range of learning and development opportunities, from technical and industry training to personal and professional skills.
• We also provide global access to online learning programmes with a leading provider.
• Our bespoke management and leadership development programme supports leaders to build thriving teams that can adeptly respond to the fast-changing demands of the industry.
• With a wealth of in-house expertise and a strong network of partners, we have produced a full calendar of seminars and webinars to keep our people continually informed on current affairs, key topics and challenges in the maritime industry.
• We continue to support employees to study for membership of the Institute of Chartered Shipbroker.
• We are also proud to have launched Clarksons’ Buddy Programme. The 12-month programme provides an opportunity for those early in their careers at Clarksons to be mentored by senior colleagues.
• Over the summer, we welcomed 11 interns who spent five weeks in our London office learning about the business and gaining experience, insights and exposure across the shipbroking  departments, as well as assisting the brokers.

At the core of our operations is the health, safety and wellbeing of our
people. This year, we have continued our commitment to supporting employees’ mental and physical health through a variety of resources. These include digital therapy services, access to the Thrive mental health app, and our comprehensive Employee Assistance Programme.

• These include digital therapy services, access to the Thrive mental health app, and our comprehensive Employee Assistance
  Programme.
• Our approach to health and safety is guided by the Group Health and Safety Framework, which was approved by the Board. To ensure effective oversight, the CFO & COO has been appointed as the sponsor for health and safety.
• The Group Health and Safety Committee plays a key role in monitoring compliance with the framework, providing regular updates, and reporting any concerns to the Board.
• Each site is responsible for managing its health and safety practices in alignment with the Group Health and Safety Framework, whilst adhering to local regulations and laws. Most of
  our locations engage in office-based activities, which are considered low risk. However, certain higher-risk activities within our Support division, such as port agency operations and freight
  forwarding, are managed separately by a dedicated Health and Safety Committee, reporting into the Group Health and Safety Committee.

We deeply value our partnerships with associations and communities across the maritime industry. Over 2024 we have grown our long-term partnerships and welcomed new ones to our networks.

• The Women’s International Shipping & Trading Association (‘WISTA’) remains an important partner for Clarksons. WISTA is an international networking organisation whose mission is to attract and support women in the maritime, trading and logistics sectors. Our female employees are encouraged to become
  members and to attend training and networking events.
• Clarksons is a proud sponsor of events hosted by Women Together – a networking community for women in shipping, commodities and trading. Clarksons sponsored the launch reception of the upcoming 2025 London International Shipping Week, bringing together representatives from our global team with industry authorities and maritime leaders.
• Clarksons Research plays a pivotal role in advancing maritime education and research by offering access to comprehensive data and insights to over 60 maritime university and research programmes worldwide. We also provide data and intelligence to inter-governmental organisations, governments, regulators and various industry and trade bodies, helping frame debate and policy decisions around the development of the shipping industry, including climate change and safety at sea.

Clarksons is a company of passionate people; we are dedicated to giving back to our communities and leading positive change. We are incredibly proud of how our teams generously offer their time, energy and funds to support the critical work of many charitable organisations. 2024 was no exception, as our teams poured their enthusiasm into volunteering and fundraising. Just some of the many highlights include:

• Our biggest ever Charity Giving Day, ‘A Day at the Races’, saw 280 team members from 10 of our global offices take to static bikes and battle it out across famous racetracks. The proceeds from the day were donated to The Clarkson Foundation.
• Clarksons hosted a career panel discussion and participated in a
  speed networking event to support young people in reaching their
  potential. The events were held in partnership with the Renaissance Foundation, an organisation that supports young carers and patients.
• Our teams came together to donate, wrap and deliver gift hampers, school packs, hygiene kits and Christmas gifts for different causes around the world.
• Inspiring employees completed sponsored marathons, mountain treks and challenges to raise money for causes close to their hearts.
• Over the year, teams from across the Group came together to renovate community spaces, hold beach clean-ups and support people affected by natural disasters.

Published annually, this report sets out differences in mean and median pay between all male and female employees, differences in mean and median bonus pay between all male and female employees, the proportion of men and women receiving a bonus, and the distribution of men and women between pay band quartile. 

Ethics and Compliance at Clarksons

We conduct our business responsibly and operate with the highest standards. With robust governance, we maintain trust with our stakeholders and deliver sustainable value.

• We have a risk-based compliance programme which includes risk
  assessments across numerous factors.
• Our Compliance Code contains a suite of policies and procedures that mitigate legal risks such as sanctions breaches, bribery and corruption, money laundering, insider dealing, market abuse and conflicts of interest.
• A clear and accessible whistleblower policy supports anonymous reporting of misconduct to an independent external provider.

Sanctions

Clarksons is renowned for its exceptional sanctions compliance programme. With the largest KYC team in the industry, we set the highest standards in sanctions risk management.

In line with the Modern Slavery Act 2015, we publish an annual Modern Slavery and Human Trafficking Statement on our website. 

We believe that the respect of human rights is integral to being a responsible business and we are committed to treating individuals with respect and dignity.

We therefore  continue to review the effectiveness of our current arrangements and, where necessary, implement additional safeguards and procedures. You can view our statement here.

Published annually, this report sets out differences in mean and median pay between all male and female employees, differences in mean and median bonus pay between all male and female employees, the proportion of men and women receiving a bonus, and the distribution of men and women between pay band quartile.