We’ve been working hard to create the change we set out in our strategy, focusing on transforming our culture internally and becoming a more inclusive employer. This has involved four key streams of work:
- Education and awareness raising.
- Culture and engagement.
- People policies and processes.
- Inclusive leadership and management.
For example, we have:
- Established a representative internal D&I committee.
- Educated and engaged colleagues on a range of D&I related topics and issues through speaker events, colleague storytelling, blogs, film screenings, guidance and training.
- Delivered inclusive leadership and allyship training for our senior leaders and managers.
- Reviewed and improved a range of people policies and processes to make them more inclusive and equitable.
- Developed more accessible and inclusive recruitment processes, including becoming a Disability Confident Committed employer (Level 1).
- Improved our D&I related data by asking colleagues to share information about their identities, backgrounds and experiences through an annual inclusion survey.
This is just some of the work that we’ve delivered. We’re proud of what we’ve achieved so far, but we know we can always do more.
Our approach to diversity and inclusion is intersectional. So far we’ve focused largely, but not exclusively, on gender, race, disability and LGBTQIA+ equality.
We’ll continue to share updates on our work on this page.