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 products. We use a number of measures to continue building a culture of equality and opportunity at the FT.

Visit this page for more information about our benefits.

Career development

Career development

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

 

Flexible working

Flexible working

We offer flexible working arrangements, including flexi leave, parenting leave and paid volunteer leave. We also offer 20 weeks maternity leave paid in full to all eligible global employees.

Returning to work

Returning to work

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

Communities

Communities

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

Recruitment and selection

Recruitment and selection

We require 50/50 male/female shortlists for all roles to ensure inclusive recruitment practices. 

Embedding best practice

Embedding best practice

We provide training for our leaders and senior managers to help embed good practices around equality, diversity and inclusion.

Accessibility

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

Volunteering opportunities

We offer a range of volunteering opportunities for employees, including mentoring for young people from disadvantaged backgrounds.

Diversity in the industry

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, and a signatory of the Tech Talent Charter, a public commitment to recruit and retain a diverse and inclusive workforce in Technology and Product.

Gender diversity at the FT

A more diverse organisation will make better decisions and better reflect the needs and interests of our audience. A central part of our vision for more gender diversity is a working environment that supports women’s full involvement at all levels, and that better recognises, promotes and develops female talent.

Our work to support the progression of women into senior roles is making a difference and our gender pay gap is decreasing. There are more women in senior roles across the newsroom and business than ever before, and women make up 45 percent of our global senior management group, up 11 percent since 2016.

We have set a goal of gender parity across FT leadership groups by 2022, and will be working to achieve this sooner if possible. Each member of the FT management board also has an objective and departmental plan relating to diversity and inclusion.

Gender is just one important focus of our overall strategy to promote a diverse and inclusive workplace and we are working with our vibrant employee networks to drive a range of diversity initiatives across the FT.

We will continue to publish demographic data to encourage transparency and accountability for ourselves and our peers in the publishing industry, and we plan to include other demographics as more data becomes available.

2018 Gender Pay Gap Report

2017 Gender Pay Gap Report


 

Workforce gender split

 

Key:

  • Male
  • Female
Male 49%
Female 51%

Global

We have an even 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 55%
Female 45%

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 47%
Female 53%

People Managers

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

Age diversity

*Charts above reflect Q1 2018 employee data