Building diverse teams
Attract and hire talent from the vast range of diversity we have across society at every level.
Our action points:
- Work on establishing gender and ethnicity ambitions to enable a laser focus on a strategic progression pipeline at equity and partner level.
- Build a diverse pipeline and succession plan at every stage through talent identification and early career activation.
- Complete an inclusive recruitment audit to identify potential bias and barriers throughout the candidate lifecycle.
Driving inclusive behaviours and culture
Drive inclusive cultures and behaviours to retain and develop talent to reach their full potential.
Our action points:
- Embed inclusive policies, processes and guidelines that enable accountability and equity across our colleague lifecycle.
- Foster a culture of learning through targeted intervention at all levels.
- Empower our colleagues via our employee resource groups to create a sense of belonging while contributing to our business objectives.
- Adopt and understand the power of inclusion, belonging and psychological safety to embrace the value to diversity.
- Launch toolkits and collateral to support DE&I learning and development.
Inclusive leadership and accountability
Empower leaders to be accountable for DE&I through conscious inclusion and inclusive leadership.
Our action points:
- Create a clear structure and metrics through our career framework to drive leadership accountability.
- Use data-led insights to empower leaders to drive diverse gender and ethnicity pipelines to achieve our DE&I ambitions.
- Increase the DE&I capabilities and confidence of our leaders through training and development.
- Embed a DE&I governance structure that leverages senior leadership sponsorship and advocacy to drive progress.
Data-led activation
Use data-led activation to continuously understand internal and external insights.
Our action points:
- Use DE&I data underpinned by quality analytics to inform our priorities, action and targeted interventions.
- Leverage DE&I external benchmarks and data to gain best-in-class oversight.
- Continue to cultivate a culture of trust and transparency to maintain reliable data both locally and globally.
- Establish a data-led approach to commercial value for DE&I and social impact.
- Grow our data monitoring and reporting capabilities to include employee experience, pay gap reporting, retention, and progression across all DE&I pillars.
Cultivating external partnerships
Establish strategic partnerships to deepen our knowledge and external visibility.
Our action points:
- Cultivate partnerships to expand our brand among underrepresented communities to access top diverse talent.
- Use partnerships as external insight to gain understanding of best practices.
- Select a diverse range of awards and recognition platforms to position ourselves as an employee choice.
- Use our brand value to be change agents who amplify impact across the industry.