Closing the gap
We are continuing our efforts to achieve gender diversity across our organisation with an ambition to close the gap.
In 2018, we placed more emphasis on talent acquisition to attract more female employees and renewed our focus on publishing job advertisements in a way that also attracts women. This has resulted in a 50:50 intake of men: women.
The impact of our efforts however saw a neutral effect on our gender pay gap. As previously mentioned, this is largely due to the types of roles men and women in our industry and within our organisation fulfil and also further highlighted by the rich and diverse cultural mix of international assignees from EMEA and further afield. While the latter brings great value to our organisation, the higher proportion of male employees in this population impacts our gender pay gap.
Any gender pay gap tells us that there is still work to do and in 2019 we will continue to focus our attention on Diversity and Inclusion programmes and initiatives in our commitment to close the gap.
We believe we have the fundamentals of an inclusive culture and offer progressive and enhanced maternity, adoption and shared parental leave policies to balance the demands of parenting between both parents and overall, to improve work life balance.
Attracting and hiring women into our business is important to us, especially in sales and service roles that are currently less represented by women. We will focus continued attention on managing talent internally and externally, to ensure a more concerted sourcing approach that focuses on attraction and succession planning for female talent, to further strengthen our existing capabilities and close the gender gap.
We have an established Gender Focus Group, Include to Win. This group has developed a number of programmes and initiatives to create even more awareness of gender balance in the workplace including piloting a ‘Unconscious Bias’ workshop and Career Workshop and setting up a women’s networking group. In addition, we are supporting an external women’s mentoring programme Aspire to complement our internal mentoring programme.
We continue to collaborate with our employee representation, and our Diversity group. We believe by valuing the diversity and harnessing the unique ideas, opinions, perspectives and talents of all who work for and with us we can enhance the organisation, our performance, our brand and our ability to achieve our goals.