At the FT, we aim for employees across all regions to have a voice so that diverse perspectives are heard and valued. We believe that a supportive workplace is one where employees feel they can be themselves at work and have the flexibility they need to meet their personal needs. We'll continue to remove barriers for all, and in particular barriers facing employees from underrepresented groups.
We offer confidential career coaching, mentoring and a range of training courses, including a development programme designed for women.
We offer flexible working arrangements, including flexi leave, parenting leave and paid volunteer leave. We also offer 20 weeks maternity leave and six weeks paternity leave paid in full to all eligible global employees.
We provide structured coaching support before, during and after family leave so our people can return to work with confidence.
We support employee-led networks to connect and empower individuals across the organisation.
We require 50/50 male/female shortlists for all roles to ensure inclusive recruitment practices.
We provide training and reverse mentoring for leaders and senior managers 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 customers, including those who are older and who have disabilities. For more information, visit our Accessibility page.
We offer a range of volunteering opportunities for employees, including a partnership with The Student View to help improve media literacy among young students in underprivileged schools in London.
Our work to support the progression of women into senior roles is making a difference. There are more women in senior roles across the newsroom and business than ever before, and women make up 50 percent of our global senior management group.
We have set a goal of gender parity across all FT leadership groups by 2022, and will be working to achieve this sooner. Each member of the FT management board also has an objective and departmental plan relating to diversity and inclusion.
Gender equality is just one dimension of a more inclusive workplace, and our 2020 gender pay gap report also includes our UK ethnicity pay gap. We have set ourselves the task of making the FT a more racially inclusive organisation, and this is one measure by which we can hold ourselves to account. We plan to begin publishing a comprehensive annual diversity report in 2021 to map our performance across all grounds of diversity.