We are committed to building a truly diverse, collaborative and inclusive culture, one that represents the communities in which we operate, serves the changing needs of our customers and makes us all feel proud to belong.
Our goal is to build a truly diverse team and incorporate diversity into everything we do - enabling our people and places to thrive in a collaborative and inclusive culture, where uniqueness is valued and contributes to our shared success. In this way, we’ll not only build a stronger business, but also play our part in helping to bring about a more equal and inclusive society.
We know we need to continue pushing ourselves further on this agenda, so in order to drive progress we’ve established a representative Diversity & Inclusion group, focusing on five key areas:
- Eliminating systems bias: We want to achieve a culture of care, empowerment and inclusivity, embedded through our strategy and how we run the business, to ensure we are embracing all forms of diversity and designing out bias.
- Race, ethnicity and culture: Our goal is to create a level playing field for everyone to thrive, to widen our talent pool, and increase representation of Black and Asian communities at a senior leadership level. We also want to improve education around racism and discrimination within our team, building a safe space for colleagues by building advocacy and sharing experiences.
- LGBT+: We want to increase the representation of LGBT+ employees at a senior level, and we are working with our partners, supply chain and customer network to promote inclusivity and representation of LGBT+ people.
- Gender: We support gender equality and inclusivity, raising awareness of key issues such as gender inequality, gender bias, and gender identity.
- Accessibility: We have a renewed ambition to ensure our places are truly accessible to all, regardless of physical and mental disability or social background. We’re a disability confident Level 2 employer, and are working with expert partners, including AccessAble, Purple, and the Business Disability Forum, across our portfolio, to ensure our places and our digital platforms are more accessible.
Each year, we publish our gender pay gap data, and while we have been making some progress, we recognise there is still more to do. This includes better gender diversity at a senior management level as well as better diversity in the broadest sense across the whole business.
Find out more about our current figures, and what we’re doing to close the gap.