The benefits of an inclusive workplace extend far and wide across an organisation, from happier and more productive teams to stronger business performance and products. 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 working and time-off arrangements, including flexi leave, enhanced parenting leave and paid volunteer leave. We also offer 20 weeks maternity 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 have implemented a policy requiring 50/50 shortlists for all hiring and for all roles to ensure inclusive recruitment practices.
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.
Gender diversity is a priority for the FT. A more diverse organisation will make better decisions and better reflect the needs and interests of our audience. A central part of that vision is a working environment that supports women’s full involvement at all levels.
We have put in place a number of measures to better recognise, promote and develop female talent, increase the number of women in leadership roles, and reach a wider talent pool. We are making progress.
There are more women in senior roles across the newsroom and business than ever before in our 130-year history. Women make up 45 per cent of our global senior management group (SMG), up 11 percentage points since 2016. To sustain momentum, we have set a goal of gender parity across the FT leadership by 2022, and will be working to achieve this sooner if possible. Each member of the FT management board has an objective and departmental plan relating to diversity and inclusion.
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 Q4 2017 employee data