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. 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

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 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.

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 have implemented a policy requiring 50/50 shortlists for all hiring and for all roles to ensure inclusive recruitment practices.

Embedding best practice

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

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 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

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 at the FT

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.

Read our 2017 gender pay gap report

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 Q4 2017 employee data