Diversity and inclusion at the FT

Our commitment

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.

Career development

We offer confidential career coaching, mentoring and a range of training courses, including a development programme designed for women.

Flexible working

We offer a variety of time-off arrangements, including flexi leave, enhanced parenting leave and paid volunteer leave.

Returning to work

We provide structured coaching support before, during and after family leave so our people can return to work with confidence.

Communities

We support employee-led membership groups and networks to connect and empower individuals across the organisation.

Recruitment and selection

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.

Embedding best practice

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.

Accessibility

We aim to provide an accessible website for all our employees and customers. Our website is accredited by the Digital Accessibility Centre.

Volunteering opportunities

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.

Diversity in the industry

The FT is an official partner of the Journalism Diversity Fund, which supports people from ethnically and socially diverse backgrounds to train as journalists.

Gender diversity

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.

Key:

  • Male
  • Female
Male 50%
Female 50%

Global

We have a 50/50 gender split among our global workforce.

Male 64%
Female 36%

FT Board

Our representation of women at board level is higher than the UK government voluntary target of 33% by 2020.

Male 58%
Female 42%

Leadership

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.

Male 48%
Female 52%

People Managers

We have a strong pipeline of female talent in place, including people managers.

Age Diversity

*Charts above reflect Q2 2017 employee data