Leading by example
Since the start of the FTSE Women Leaders Review, progress has been made in addressing gender imbalance in leadership but a step change in pace is needed. These organisations are setting the tone and leading the way. They have recognised the need for change and through redesigning policies, innovating the workplace and applying different thinking they are levelling the playing field for women and men in the workplace.
Shaking off the cultural norms around parental leave
True gender equality at work requires fundamental changes to working practices, including a shake-up of the policies and cultural norms around parental leave…
Accelerating women leaders at the most senior level
Having a leadership team with a diversity of perspectives is proven to drive greater innovation. For that reason, a strategic priority for us at Lloyds Banking Group in recent years has been addressing the challenge…
Flex my Day – reflecting our customer base
As a retailer we are very aware of the benefits that a diverse workforce at all levels brings. We are therefore proactive in our efforts to achieve gender balance across the business…
Women@Brewin: It’s listening to employees and taking action that makes the difference
At Brewin Dolphin we have been working to create a truly inclusive culture. This has included a focus on increasing gender balance at senior levels …
#thisisme, championing inclusion at Direct Line Group
‘Bring all of yourself to work’ is one of our values at Direct Line Group and we’re working hard to create an environment where people can be their real and authentic selves…
Designing an inclusive path to leadership
Being recognised as the best performer in the FTSE100 for the second consecutive year is a proud moment for all of us at Burberry. This position reflects Burberry…
Equal parental leave: levelling the playing field
In 2017, Aviva announced it would offer equal parental leave to all employees across UK and international markets, on the arrival of a child…
#Unstereotype, not only a moral issue, but a business issue
Achieving a gender balanced workforce is central to the Unilever Sustainable Living Plan. One of our commitments is ‘Opportunities for Women’ which aims to empower 5 million women across our value chain by 2020…
Don’t just get a mentor, get a sponsor
In 2017, Lloyds Banking Group developed a Sponsorship Programme to nurture and progress its home-grown talent…
Mind the Gap: Driving gender balance at Skye
As Europe’s leading entertainment company, setting an example when it comes to driving gender balance is critical and achieving better gender balance is key to closing the gender pay gap…
Creating advocacy while mentoring women to succes
At Sainsbury’s we’re taking purposeful steps to achieve improved gender balance at every level through positive initiatives, such as women’s mentoring.
Getting talented women back into the workforce
Vodafone is on a progressive journey to be the world’s best employer of women by 2025.
Harnessing the power of networks
IHG is one of the world’s leading hotel companies and more than 350,000 people work across our hotels and corporate offices.
Inclusion by design
In 2016 BHP set an aspirational goal of achieving gender balance globally by 2025. To achieve this, we actively redesigned the nature of the tasks and the qualifications required in specific jobs.
Meeting the demand for flexibility
In October 2016 Lloyds Banking Group launched a new agile hiring initiative, to help our colleagues and leaders to think more creatively to ensure agility is considered at the point of hire.
Meeting the demand for flexibility
Virgin Media’s “Boomerang” and Virgin Money’s “ReCareer” Programmes were both launched earlier this year.
Tackling the female pipeline for STEM industries
Whilst the focus is on driving gender diversity at senior levels, the challenge for some is also at the entry level.
Tackling the shortage of women in STEM
As part of our cross company initiative to increase the number of women in senior roles at Sky, we have undertaken to tackle the difficult issue of a significant lack of gender diversity in the technology industry as a whole.