The benefits of an inclusive workplace extend far and wide across an organisation, from happier and more productive teams to stronger business performance and better products. Different backgrounds and viewpoints also help us understand and respond to the changing needs of our readers, clients and partners. That’s why we have put in place a number of measures to continue building a culture of equality and opportunity at the FT.
We offer confidential career coaching, mentoring and a range of training courses, including a development programme designed for women.
We offer a variety of time-off arrangements, including flexi leave, enhanced parenting leave and paid volunteer leave.
We provide structured coaching support before, during and after family leave so our people can return to work with confidence.
We support employee-led membership groups and networks to connect and empower individuals across the organisation.
We’re working to equip all hiring managers with recruitment support and training to ensure that shortlists and succession plans are diverse and gender balanced.
We provide all of our leaders and senior managers with training to help embed good equality, diversity and inclusion practices into our daily activities and decision making processes.
We aim to provide an accessible website for all our employees and customers. Our website is accredited by the Digital Accessibility Centre.
We offer a range of opportunities on site and in our local communities for employees to mentor people with learning disabilities and young people from disadvantaged backgrounds.
We have put in place a number of measures to recognise, promote and develop female talent, increase the number of women in leadership roles, reach a wider talent pool and continue to build a culture of diversity and inclusion at the FT. Gender diversity has been at the top of our agenda for a while, and there are more women in senior roles across the newsroom and commercial teams than ever before.
The FT board has committed to increase diversity in the senior management team, with gender parity by 2022 as a first milestone. Each FT board member is also establishing tailored measures for their teams to ensure diversity and inclusion is part of their short and long term strategy.
We welcome the UK government’s move to make all large companies report on their gender pay gap. We will be reporting on pay in line with the UK government timetable. From benchmarking we have seen we compare favourably to the industry.
We have an even gender split among our global workforce.
Our representation of women at board level is higher than the UK government voluntary target of 33% by 2020.
Our leadership must be representative of the business environment in which we work. We are committed to reaching gender parity in the FT senior leadership team by 2022.
We have a strong pipeline of female talent in place, including people managers.
*Charts above reflect Q3 2017 employee data