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Together we're one of a kind

We stand for being a diverse and inclusive employer because attracting and retaining talented people powers our business forward. We encourage a culture that celebrates difference and empowers people so that they can thrive.

Engaging with our people

Engaging with colleagues as the key stakeholders that they are is at the heart of how we run our business. In addition to our Executive Committee participating in regular “Ask Anything” sessions, both in person and online, during which they address business performance and issues affecting it and where any colleague can ask a question or put forward their ideas, three of the most important ways we engage with our people are:

  1. Employee Representative Body (“ERB”) – The ERB, which comprises colleagues from across business areas and locations, meets regularly with the leadership of the Group, including the CEO, to discuss issues and proposals which have, or may have, an impact on colleagues.
  2. DiaLoGue – DiaLoGue is our employee engagement tool that we use to survey all colleagues three times a year. Findings provide both a snapshot and trends not only of all-colleague opinion but also findings for specific teams, allowing solutions to be tailored to specific needs. Response to these surveys is consistently high (over 80%).
  3. Diversity Network Alliance ("DNA") – Our seven employee networks are a key driver of diversity and inclusion across our business. They focus on the following areas: Belief, Life (families and carers), LGBTQ+, Neurodiversity & Disability, REACH (race, ethnicity and cultural heritage), Social Mobility and Thrive (gender). 

Strength in diversity & inclusion

We believe that improving diversity and inclusion needs enhanced policies and practices, along with changing mindsets and culture. Our focus on culture and behaviours builds deeper understanding of issues, together with the commitment to drive change, at all levels of our business.

Building future skills

We are committed to training people for the jobs of the future. Our Ignite academies incorporate apprenticeship programmes to develop the vital tech and data skills needed to serve our increasingly tech-savvy customers. We also launched our Data Academy so all colleagues can grow their data capability and learn new skills.

Recruitment and promotion

Our approach to inclusive hiring aims to attract the widest possible range of people and protect against bias. Amongst the measures we follow, we:

  • Use inclusive language analytics tools
  • Remove unnecessary qualification or experience requirements
  • Use anonymised CVs for senior roles1
  • Train recruiting managers on inclusive hiring 



Note

1. Anonymised CVs do not apply to Executive Committee and Board Roles.

Increasing the representation of women in senior leadership

Improving the representation of women at the senior levels of our business is ongoing but we are proud of the progress we have made. Our long-term focus on investing in women means we have strengthened representation at the most senior levels of our business.

 


Growing ethnic minority and Black representation in leadership

At the end of 2020, we set ourselves a challenging deadline of 31 December 2022 to meet our first ever set of targets to increase ethnic minority and Black representation in leadership. Although we missed our ethnic minority goal, we achieved our Black representation target and we believe the process of target setting has had value and driven our internal work to improve representation.

Activity we are undertaking to shift the dial includes:

  • Building a stronger pipeline of ethnic minority and Black talent, especially in areas where the jobs of the future are, because we want to future-proof our activity. This includes work experience, mentoring and skills building programmes that target these communities for our Ignite academy apprenticeship programmes.
  • Investing in a new development programme focused on supporting high-potential Black women, with diverse role models from across sectors and a specific focus on navigating through some of the challenges that can be faced by Black female leaders
Mean
Median
Pay Gap

18.7%

14.7%

Bonus Gap

66.4%

31.0%

% of employees

Males

Females

Receiving bonus

71.4%

57.7%

% of employees

Males
Females

In pay quartile 4
(highest paid)

66.2%

33.8%

In pay quartile 3

55.2%

44.8%

In pay quartile 2

44.2%

55.8%

In pay quartile 1
(lowest paid)

51.5%

48.5%

Mean
Median
Pay Gap

18.7%

14.7%

Bonus Gap

66.4%

31.0%

% of employees

Males

Females

Receiving bonus

71.4%

57.7%

% of employees

Males
Females

In pay quartile 4
(highest paid)

66.2%

33.8%

In pay quartile 3

55.2%

44.8%

In pay quartile 2

44.2%

55.8%

In pay quartile 1
(lowest paid)

51.5%

48.5%

Read our Pay Gap Report here

To find out more about our Group policies click here