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BROUGHT TO YOU BY BUSINESS IN THE COMMUNITY

Over the past 10 years, in the workplace has come a long way. BUT THERE IS PLENTY MORE TO DO BROUGHT TO YOU BY BUSINESS IN THE COMMUNITY 3

The companies listed over the following all committed to gender equality in the gender equality. The assessment represented in senior positions and MEET THE TIMES TOP 50 pages have been selected by gender workplace and have each taken action focuses on transparency, the causes gender balance at all levels; recruitment; equality experts at Business in the to make this happen. They appear behind gaps, what companies are doing supporting parents and carers; Being named as one of the best employers in the country for Community, part of the Prince’s unranked and in alphabetical order. to identify and address structural issues and ; pay processes and women to work at has been an honour for ten years. The next Responsible Business Network, as Any employer with a UK presence can and the impact of their actions. action to promote gender equality The Times Top 50 Employers for apply to be on the list by supplying The evaluation includes roles of outside their own organisation. Here, step is to bring every company up to the same level Women in the UK. The companies are details of how they are working towards leaders; actions to increase women in their own words, are the Top 50…

WELCOME GENDER CHAMPION By Dame Helena Morrissey GIVE ME FIVE

Each year BITC presents a senior executive with an award for their contribution to levelling the playing Lockdown was field. Last year’s champion, Emma Codd, tells us how she shaped Deloitte UK into a Top 50 Employer

hen Emma Codd was executive, David Sproul, stepped to increase and inclusion appointed as partner up to the plate. at the top of the UK’s leading an opportunity at the professional THERE’S A BUSINESS case for this organisations, she’s now looking at W services firm Deloitte too, she explains. Organisations that how the wider business can learn in 2002, she found reflect the world in which they from the UK firm’s experience. herself in a minority. operate, in terms of the makeup of MODERNISING THE WORKPLACE, Deloitte UK was struggling not only its workforce – from recruitment fostering an inclusive culture and to recruit female graduates and right through to the boardroom – addressing mental health issues at for reflection apprentices, but also to retain tend to outperform in their sector. MAKING A STAND work are at the top of her agenda. women in senior roles. IN HER NEW role as global inclusion Emma Codd has been But Codd is clear that it’s not always CODD KNEW SHE had to do leader, and as a member of the rewarded for making about big changes: “A small action something about it. Soon after lead the change board, a new Deloitte UK a Top 50 in one area of the business can have becoming managing partner for government-backed committee Employer for Women a large impact elsewhere.” talent, in 2013, she held discussions and change with more than 500 women and “others in minority” who worked at the firm. At the time, only 13 per cent of the business’s Top City fund manager fter a decade of The partners were female. Times Top 50 Employers A “WIDER BUCKET” of cultural Dame Helena Morrissey for Women it is a natural issues was highlighted, Codd has long been leading moment to reflect on explains. These ranged from the progress – and tiresome banter on a day-to-day from the front on gender remainingA obstacles – along the long level to how people felt they were equality. She founded road to workplace gender equality. being treated in meetings and the We’ve seen many encouraging work/life balance. This gave Codd the 30 Per Cent Club – a developments over the past ten years; a framework to work with. the introduction of shared parental “THE FOUNDATION FOR the cross-business initiative leave, mandatory change that we brought about that campaigns for more reporting (along with a narrowing was really focusing on inclusive of the full-time pay gap to its lowest leadership, on culture and on women on UK corporate point yet), a sharp rise in the number everyday behaviours that I think are boards – and is chair of women on corporate boards and in many workplaces,” she explains. in parliament and many more firsts CODD INTRODUCED A RESPECT of Business in the for women (even the first female are still doing two-thirds of childcare human side in their approach to and inclusion agenda – “for any Community’s Gender president of cricket’s 233-year-old and the majority of household chores. colleagues during lockdown and, HOW BITC INSPIRES aspect of diversity to flourish, MCC). Crucially, we’ve seen a They face greater job insecurity at a 47% perhaps ironically, we’ve learned inclusion is absolutely essential,” Equality Leadership welcome shift towards fixing difficult time for the economy, too, More likely for mothers more about each other’s lives BITC is the oldest and largest she says – along with a raft of Team. Here she explains the system rather than fixing the given the higher proportion of women than fathers to have through glimpses on video calls than business-led membership initiatives. These included respect women, enabling men and women working in those sectors who bore permanently lost their job we ever did sitting next to them in organisation that builds healthy and inclusion advisers, mandatory how the coronavirus to have more equal lives through the brunt of the lockdown, such as or quit amid Covid crisis* an office. The qualities of effective communities with successful firms inclusive leadership sessions and, crisis has created a family-friendly policies and more hospitality, leisure and retail. leadership – already in a state of flux at their heart. Each year, BITC’s crucially, making the current flexible flexible working practices. Before So how can we achieve faster – have been changing more rapidly gender equality campaigners working policy gender neutral, so chance to maintain the pandemic, around 75 per cent progress for more women? There’s and obviously than before: being compile The Times Top 50 that everyone felt they were able the momentum gained of British women were employed. a growing discussion around the 2% inclusive, connected, able to create Employers for Women, the criteria to use it without . All of these are reasons to celebrate idea that businesses should “build a network of teams and to empower for which are explained at the THE CHANGE THAT FOLLOWED over the past decade – and to thank those organisations back better”, learning from the Median pay for full-time colleagues have all been necessary in top of this page, with the full list has been substantial. Indeed, for that have proven they are good places Covid-19 experiences and addressing female employees is only a situation where no one could claim starting overleaf. An exclusive the past five years Deloitte has in bridging the slightly higher now than for women to build their careers. long-running issues that haven’t to know all the answers. webinar event will be held on been included on The Times it was in 2008** gender divide A special congratulations to the necessarily been a high priority In ten years’ time, to be honest, I’m July 31 to preview some of the key Top 50 Employers for Women. 24 firms who have featured in The in more normal times. Working hoping we no longer feel the need to insights and learnings from this And as of last year, 21 per cent Times Top 50 at least six times. practices have been modernised recognise the top 50 organisations year’s awards. The event is open of the business’s partners were However, it’s clear that this is at a stroke for many, with enforced for women – instead, women will be to all applicants for The Times Top female – and women accounted for unfinished business. The strides remote working proving that working 11% able to forge ahead in their own style Employers for Women 2020 and 41 per cent of the employees being forward have been restricted from home really can work. This is Of women directors from wherever they work. The shake-up those with a Gender Partnership promoted to partner level internally. to relatively few, mainly white, a potential gamechanger, provided FTSE 100 companies caused by the lockdown has created at BITC. Sign up at bitc.org.uk. BUT CODD ASSERTS that this affluent, highly educated women that we don’t try to pick up where are from black or ethnic challenges, but also the opportunity progress wouldn’t have been (yes, like me). Too many others we left off. We’ve also seen a greater minority backgrounds*** to really take a quantum leap so possible without “buy-in from remain unfulfilled in their careers focus on employee wellbeing through that in a decade’s time, this list will KEEP TAKING ACT10N the top”. She adds that unlike the and conflicted or overwhelmed the crisis, with mental health no longer be needed. But for now, On each page we’ve shared a list countless companies that “say as they combine paid work with issues being recognised as a natural let’s congratulate 50 organisations of future action points to help gender parity is a business priority, childcare. The Covid-19 lockdown reaction to the dramatic upheavals – and their leaders – for a well- businesses large and small ensure yet the responsibility then falls on has exacerbated this; men may have of 2020. Many business leaders have deserved place on the 2020 list of top they’re a top employer for women. someone below the leadership COVER: BEN FEARNLEY. OTHER ILLUSTRATIONS: MARIA CORTE, BOTH FOR BRIDGE STUDIO. SOURCES: BRIDGE STUDIO. FOR BOTH MARIA CORTE, ILLUSTRATIONS: OTHER BEN FEARNLEY. COVER: 2019 ***CRANFIELD SCHOOL OF MANAGEMENT, 2020. LIBRARY, **HOUSE OF COMMONS *IFS-UCL, 2020. been helping out more, but women shown a genuinely compassionate employers for women. Thank you. level”, Deloitte UK’s then chief BRIDGE STUDIO NICK WILSON FOR BROUGHT TO YOU BY BUSINESS IN THE COMMUNITY 5 A-E

ACCENTURE ALLEN & OVERY ATOS IT SERVICES AVIVA PLC BARCLAYS CAPGEMINI UK CENTRICA CMS COSTAIN GROUP CREDIT SUISSE DELOITTE DEPARTMENT DEUTSCHE BANK DWF LAW LLP ENTERPRISE EVERSHEDS Our goal for 2025 is Gender balance is a UK LTD We promote the Our focus on equality Our strong leadership Supporting women With 45 per cent of the PLC Our multifaceted Gender balance FOR WORK AND We have a long- Gender equality is at RENT-A-CAR SUTHERLAND a gender balanced strategic priority. There progression and covers women’s commitment is driving into Stem roles is key. board and 32 per cent approach, fulfilling our remains a crucial standing commitment the forefront of the We have invested in Through committed PENSIONS We are proud to have (INTERNATIONAL) workforce. We have is determination and programmes to embed retention of talented working lives from our inclusive culture We help employees of partners women, we leadership we are commitment to the priority for us. We are to being an employer way we do business. been in The Times The largest government LLP 40 per cent female new focus at the top of the women with thinking about joining with respect at the very through maternity, are passionate about Women in Finance proud of the progress of choice for women We’ve introduced a strong culture of challenging gender employer of women, Top 50 Employers We are committed to hires, have promoted firm, and enthusiasm organisational support, the bank to progression heart of it, empowering fertility and menopause having gender equality Charter, embeds we are making, not and improving gender gender and BAME diversity and inclusivity at all levels, we are proud of our for Women since its achieving 30 per cent our largest percentage from our global and an inclusive culture. and promotion, and mobilising all team support programmes, in our business and diversity initiatives least the threefold balance with inclusive targets and developed to ensure all employees creating an inclusive work to bring about a inception. This helps us female representation of women to managing community for change We address the barriers supporting women at members to play a part manager upskilling, communities. We have so female talent is increase in the number practices, encouraging a programme that has have an opportunity to working environment cultural change in our benchmark and drive at partner level and director and grown our through initiatives that and societal benefits every stage, personally in creating an actively mentoring and implemented a robust attracted, developed of women promoted girls and women to engaged men to thrive. Gender balance where everyone can be organisation, with more our workplace forward greater gender number of female MDs. address real issues. of gender balance. and professionally. inclusive workplace. buddying programmes. strategy to deliver this. and retained. to partner this year. choose banking. support balance. is our strategic priority. at their best, every day. women in senior roles. for women to progress. equality at all levels.

An equal future for women at work? WORK/LIFE

The pandemic has our key workers, understanding how they can benefit from the increased been poor. Clare Knox, founder of made us scrutinise flexibility is one piece, but we should MAKE CARING See Her Thrive, an organisation the ways we live and also think about fair pay, benefits, championing women’s health in the job security and progression in these workplace, is in no doubt as to why: work. We must make predominantly female roles.” “Parents get £145 a week – not many sure the lessons from While some women faced dangers PART OF THE families can afford to live on that.” on the Covid-19 front line, others While take-up of the state it aren’t wasted were finding themselves at risk at scheme has fallen short of some home. Cautions and charges relating NEW NORMAL people’s expectations, some to domestic abuse rose by 24 per cent private firms – including drinks he Covid-19 crisis in the first month of lockdown. “This Flexible working during lockdown has giant Diageo and asset managers changed not only the crisis gave partners with controlling allowed carers to share responsibility Investec – are looking to give lifestyles, but also the tendencies an excuse to exert more for their dependants. Employers must equal rights to both parents. In value system of our control over where someone goes April, Diageo announced a policy nation. In many ways, and who they see,” says Miller. recognise the importance of this to offer men and women an Twe have had a wake-up call about Companies have a part to play equal 52 weeks parental leave the things that really matter in life. in safeguarding those who could with the first 26 weeks fully paid. While many women (and men) fall foul of abuse, says Louise BY MANDY APPLEYARD But joint research by BITC and were getting used to working from Aston, BITC’s wellbeing director: TAKE Santander reveals that even in home, an army of “key workers” “Employers have a duty of care, alancing ACT10N companies with family-friendly were on the front line, battling the even though people aren’t working responsibility policies, men worry about the disease in hospitals and keeping the in the physical workspace. There for ailing parents impact that shared parental leave bare bones of our fragile economy has to be a tailored approach to B with the busy will have on their career prospects, moving – according to the Office for support women who want to come demands of progression and earnings. National Statistics nearly three-fifths to work because they are trapped office life was Laura Butcher, the chair of (58 per cent) of these were women. with a perpetrator or they don’t have always a challenge for Lucy Parents@sky, a 3,000-strong “Now we definitely know who a suitable environment to work in.” and Adam. But with lockdown employee network run by our ‘key workers’ are,” says business But even when working at home triggering flexible working, life Clare Knox, founder volunteers aiming to achieve a good coach and author Sheryl Miller. carried no risk, it often brought its is much easier for this London of See Her Thrive, work-life balance at Sky, argues: “People in offices who previously own challenges for women. couple now – they’ve got more says lockdown has “The societal norm is for women saw themselves as key have had a “At times the lockdown has felt hours in the day to juggle work exposed inflexible to be caretakers and men to have lesson in humility.” like a gift; at other times it has and family commitments. and outdated careers. Men need to see other men Could this forced realisation bring completely broken me,” says mum of “My mum has Alzheimer’s, workplace policies taking longer periods off to be with a greater equality for the women in two Claire, who works in the charity so I was relieved that we were and practices their families to feel that it’s OK.” often low-paid caring professions? sector. She’s describing emotions able to take her in to live with Anne Willmot, age campaign Not without meaningful action. that may be familiar to many us during lockdown,” says Lucy, Parents need director at BITC, says that it’s Neila is a pediatric nurse who working mums across the country. 42, who works in banking. enhanced rights crucial “to have senior role models transferred to the intensive care “We spend more time together as Project manager Adam’s frail that are accessible who champion the role of carers, unit of her hospital when Covid-19 a family,” she explains. “But there parents – both in their 80s – to all, including talking authentically about how hit. She says she would like to see was an implicit assumption that have also benefited from parents who are they combine their work and their lasting change in attitudes once the my husband’s work hours were more him having more time in the agency workers, caring” because “while attitudes are crisis is over: “It felt good to see the important than mine because he working day to devote to their on zero-hours changing, behaviours are not”. change in support from the public. earns more. We had to have some care and welfare. “I’ve called contracts or To make workplaces more The clapping and food donations challenging conversations.” A NEW WORLD ‘Look at how we adapted. Imagine in on them at least once a day, self-employed. accommodating, she recommends made a big difference but I’m worried Women across the country have what more we can do,’” says which has been so much easier that businesses provide a minimum it will go back to the way it was.” suffered as they have watched their MAY COME OUT Whitehouse. “Perhaps one for us all than when I’ve had to Employees of five days’ paid leave for carers Nicola Inge, employment and support from grandparents, hired OF THIS, ONE IN progressive step from this vast put in 14-hour days in the office with caring a year, as well as flexible working skills director with Business in the help, nursery and school eroded, human tragedy will be a new and get to see them once a responsibilities from day one. Community (BITC), believes if we and their responsibilities in the WHICH EVERYONE world of work that allows everyone week if I’m lucky,” he says. should be legally As our population ages (by are to capitalise on the shift in home increase. The Institute for CAN REACH to reach their potential.” While one of the unanticipated entitled to paid time 2030, it’s estimated that half of UK attitudes towards key workers, we Fiscal Studies found mothers who bonuses of lockdown is that our off to care for any adults will be over 50), caring for need to see some of the benefits from were in paid work were 47 per cent THEIR POTENTIAL working lives have become far family member, not dependant relatives will be a fact of professional industries filter down to more likely than fathers to have lost TAKE ACT10N more flexible, the Covid-19 crisis just children and not life for a majority of workers. these traditionally lower-paid roles: their jobs or quit during lockdown. has turned many people’s caring just in an emergency. In fact, 60 per cent of working “When we think about how to reward But the changes to working BITC’s arrangements upside down. carers in the UK already have to practices we have embraced during the board are finding themselves employment and For some, there are notable Employers need take annual leave to carry out this crisis may offer a beacon of bearing the brunt, those from skills director positives, such as families to play an active caring duties, taking on average hope. Flex Appeal founder Anna minority groups could find it even Nicola Inge says: splitting the workload more role in normalising six days of annual leave, while Whitehouse (aka Mother Pukka), harder to be heard. “There is equally and non-carers having family-friendly 30 per cent of workers say they has been campaigning for flexible something around their eyes opened to the realities ways of working. may have to give up work because working for years. “Stats show that with race and gender and not Tailor your approach to of full-time responsibility. They also need to of an unsupportive employer. women bore the domestic brunt of wanting to speak up as much,” flexible working – one size This shift may, in time, be felt make sure flexible Along with caring responsibilities, Covid-19. But it’s also a chance to says Miller. “You don’t share stories doesn’t fit all. all the way up to the C-suite, working is taken up female health-related issues – rethink all jobs, from the factory of or agitate to get with long-term implications by their staff. from endometriosis and menopause floor to the trading floor. The better treatment or fairness.” Ensure fair pay, job security for more positive attitudes to – also affect the working lives of traditional 9 to 5 excludes thousands There is no doubt that this crisis and benefits for key workers – caring responsibilities – whether millions of women. from work and means thousands will be followed by a period of the same rights as afforded they’re for children or, as in the Damien Shieber, head of culture more suffer unnecessarily.” reflection. Never before have we to professional industries. case of Lucy and Adam, for and inclusion at Santander, says Given that there is evidence to transformed our way of life quite so adult dependants. 45% flexible working is the answer. suggest Covid-19 disproportionately dramatically. Let’s hope we can use Listen to diverse voices The introduction of Shared The proportion of mothers “More flexible working will help affects BAME communities we the negative impacts of Covid-19 across the business – employers Parental Leave in 2015 was responsible for 90 to close the gender pay gap and must also be mindful of the role to shine a light on where we need must seek to understand the heralded as true progress 100 per cent of childcare support parents and carers in JUGGLING RESPONSIBILITIES Women intersectionality plays in the further work and capitalise on the needs and concerns of all. towards equality in the increased from 27 to 45 balancing their responsibilities,

bore the domestic brunt of Covid-19 conversation. If women across 2020 SOURCE: *UNIVERSITY OF SUSSEX, GETTY. good bits. “It is a chance to say, workplace. Yet take-up has per cent during lockdown* both at work and at home.” TEN YEARS OF CHANGE

Women have broken barriers and pushed for change WE’VE COME A LONG WAY… in the past decade, as this timeline of events shows

2010 2011 2012

A new Equality Act comes into force the first Muslim woman in the cabinet. THE LAW An independent government-backed EVERYDAY Journalist Laura Bates, below right THEN Women professors in higher on October 1, providing Britain She was appointed to the Conservative review recommends UK FTSE 100 with Katie Price, founds the Everyday education (2012-13): 22 per cent. with a cohesive discrimination law and Liberal Democrat coalition in 2010. WAS MADE BY firms aim for a minimum 25 per cent ’S Sexism Project after being sexually NOW 27 per cent (2018-19). protecting individuals from unfair UN Women is formed to empower MEN AND IS women board members by 2015 60,000-PLUS harassed on public transport. The treatment. The act merges more and advocate for gender equality. and tasks FTSE 350 firms with THEN Women on FTSE 100 site recounts sexism experienced by “For the first time since the than 116 separate pieces of DOMINATED setting their own targets to boards: 12 per cent. REAL STORIES contributors from around the world. 1970s, I find myself cross on equality legislation dating from THEN Women’s employment rate: BY MEN. IT’S ensure more talented women NOW There’s still a way to go: OF SEXISM In December, the UN passes a behalf of women. What has the 1970s to the 2000s, and 65.5 per cent. can get to the top. 30 per cent. resolution calling for the outlawing swayed me are real stories covers employment, sex, race, NOW A record high: 72.4 per cent. NO SURPRISE March 8 is the 100th anniversary SIT THERE of female genital mutilation. of sexism. The Everyday , age and religious of International Women’s Day, right. “You don’t have to believe in Fourth-wave emerges, Sexism Project has belief discrimination. “To be born as the daughter of an IT DOESN’T The first SlutWalk takes place to realise the law was ONLINE, HARD sparked by . Key issues collected 60,000-plus of Kathryn Bigelow, far left, immigrant in Yorkshire, to have the WORK FOR in Toronto in response to police made by men and is dominated by TO IGNORE include a focus on intersectionality them, which sit there online, becomes the first woman to privilege of serving in cabinet at officer Michael Sanguinetti’s men, and that the same goes for (a concept attributed to Kimberlé hard to ignore or dismiss.” win the Best Director Oscar, such an important time in Britain’s WOMEN statement that “women should parliament. It is not surprising that OR DISMISS Crenshaw, right), the fight against Lucy Kellaway, journalist for The Hurt Locker. history, I think is terribly humbling.” avoid dressing like sluts in order the law doesn’t work for women.” street and work harassment, campus and co-founder of charity Sayeeda Warsi, left, becomes Baroness Warsi not to be victimised”. Dame Helena Kennedy, QC sexual assault and rape culture. Now Teach

2013 2016 female 2015 2014

Receptionist Nicola female coach. Her This year’s election sees more Shared Parental Leave (SPL) is eligible would The Succession to the Crown Act is 13 hours to prevent the senate Thorpe, 27, is sent appointment broke female MPs enter parliament than introduced, meaning parents can take take up SPL. passed, ending the age-old system from making a vote. home on her first day down a major barrier ever before – 29 per cent, compared up to 50 weeks off – split between NOW Only one under which a younger son came of work at a London for women aspiring for with 22 per cent in 2010. them – and receive statutory pay. per cent of those eligible – before an elder daughter in the line THEN Britain has had just one accountancy firm after refusing careers in the NFL. Libby Lane, left, becomes the The government tackles forced 10,700 parents – took up SPL of succession to the British throne. female prime minister – Margaret to wear high heels. She launches Church of England’s first female marriage in the Anti-Social Behaviour, in 2018-19 (analysis from the In New Delhi, India, following Thatcher, who dies this year. a petition calling for the law to be THEN Women in bishop; Bobbie Cheema-Grubb QC, Crime and Policing Act, which makes University of Birmingham). the brutal gang rape and subsequent NOW We have had only one more changed so women cannot be forced cabinet positions: eight. right, is appointed the first Asian THEN 191 women MPs. compelling someone to marry death of a 23-year-old woman, – Theresa May (2016 to 2019). to wear high heels to work, which is NOW There are just six. woman High Court judge; Major NOW 220 women MPs. (including abroad) a criminal offence. “For too long, mums have been the Justice Verma Committee is debated but rejected by parliament. General Susan Ridge is the first Malala Yousafzai, top right, becomes told their place is at home with formed to strengthen anti-rape “The idea that a female Democrat Hillary Clinton, bottom “Leadership is about making female senior officer in the British “We know it is not easy to step the youngest person to be awarded their child, while dads return to laws in the nation. first-born heir should be passed right, becomes the first woman to others better as a result of Army and Laura Kuenssberg becomes forward as a woman MP. Many a Nobel Peace Prize, for her work in work. I want parents to choose Texas senator Wendy Davis over in favour of a younger receive a US presidential nomination your presence and making the BBC’s first female political editor. women resigned prior to the election supporting girls’ right to an education. for themselves how to balance successfully delays the passage of brother is surely offensive to from a major political party. sure that impact lasts in Sport England’s ThisGirlCan due to the horrendous sexism.” work and family.” a bill that would close almost all the vast majority of Britons.” Kathryn Smith, top right, makes your absence.” campaign wins the Gold Lion Award Vivienne Hayes, chief executive THEN The government predicted Nick Clegg, right, deputy abortion clinics in America’s second- Campaigner and former history as the NFL’s first full-time Sheryl Sandberg for encouraging girls into sport. of the Women’s Resource Centre that just 2-8 per cent of those prime minister largest state by talking non-stop for minister Lord Dubs

#Bring BackOurGirls 2 0 1 7 2018 #Yes 2019 AllWomen #Everyday #MeToo takes off as a social single-day protest event in history. PEOPLE TALK Time’s Up, a global movement THEN 31 per cent of Sexism The UK slipped six places down THEN Of the world’s top 200 movement against sexual It was driven by the threat that the calling on all women to stand in civil service permanent #Women the World Economic Forum (WEF) universities, 34 were run by women. harassment and assault. It is sparked new US president represented to ABOUT MY solidarity against secretaries are women. Should global rankings for gender equality NOW Women run 39 of the top 200. by the reaction to allegations of reproductive, civil and . APPEARANCE in the workplace, is launched on NOW 34 per cent #HeForShe from 15th to 21st position. The sexual misconduct against film January 1 by Hollywood celebrities are women. report attributes that low levels of “There’s growing urgency for industry executive Harvey Weinstein. THEN 11 per cent of the engineering IN A WAY THEY in response to the Weinstein case. women in managerial or leadership action. At the present rate of On April 6 it becomes compulsory workforce is women, a survey finds. WOULDN’T Digital activism is on the rise, “It’s highly racialised positions, wage stagnation, labour change, it will take nearly a for British companies with more NOW 12.3 per cent of all engineers and the tell the story: and it’s also gendered force participation and income are century to achieve parity, than 250 employees to report in the UK are women. A MAN. I’M #BringBackOurGirls #YesAllWomen because people talk all contributing factors towards a timeline we simply cannot their gender pay gap figures #EverydaySexism #WomenShould. about rape and they talk widening the economic gap. accept in today’s globalised every financial year. “It’s revolutionary. I can’t see women ABUSED AS A record-breaking 117 women are about my appearance in a Swedish schoolgirl Greta Thunberg, world, especially among The first Women’s March is agreeing to return to the days of A FEMALE elected or appointed to Congress in way they wouldn’t talk about bottom right, sparks a global younger generations who held in 673 locations around isolation and shame.” the midterm elections, bringing the a man. I’m abused as a female movement for #ClimateAction. hold increasingly progressive the globe after Donald New York attorney Roberta Kaplan, total number of women currently politician and I’m abused as Nasa astronauts Christina Koch views of gender equality.” Trump’s inauguration, co-founder of the Time’s Up Legal serving to 127, including many a black politician.” and Jessica Meir make history with Klaus Schwab, top right, becoming the largest Defence Fund, on #MeToo LGBTQIA+ candidates. Diane Abbott MP, right the first all-female spacewalk. founder of the WEF BROUGHT TO YOU BY BUSINESS IN THE COMMUNITY 9 E-P

EY FINANCIAL FUJITSU GLAXOSMITHKLINE HACHETTE UK HOGAN LOVELLS IRWIN MITCHELL ITV PLC KPMG LINKLATERS LLOYDS BANKING MARKS AND McKINSEY MERCER LIMITED MICHAEL PAGE MORGAN STANLEY NATIONAL We continue to press CONDUCT In 2019, we set out a We have made real We equalised shared We are a family-friendly By investing in our We are the only media In 2019, we increased We’re committed to GROUP SPENCER & COMPANY Our deep analytics GROUP INTERNATIONAL ASSEMBLY FOR for progress on gender big vision to eradicate progress towards parental leave in 2019. employer with a range people, we have one company to be our leadership achieving greater demonstrate the case AUTHORITY We are proud that 670 Women make up over We support the growth Our relentless focus Our inclusive culture WALES parity with a focus We lead the way on our gender pay gap. gender parity in the Both parents are of support for working of the lowest gender recognised by the capabilities by gender balance at all women have taken part 70 per cent of our and advancement of for gender equality. We on gender balance sets us apart. A woman Our positive, inclusive on partner targets, gender equality in our We have a holistic workplace. We strive to entitled to 20 weeks families, including pay gaps in the legal Hampton-Alexander highlighting behaviours levels. Our focus on in our programmes: workforce. We are women. Our research are proud to promote continues. This year leads our firm and culture is reflected in delivery of our inclusive industry: 44 per cent action plan to attract, maximise the skills of of leave, fully paid. We maternity mentoring, profession. Women strongest performers that help create a inclusivity, sponsorship Women in Leadership, developing our future deepens our gender balance, all our senior leaders 42 per cent of our the passion, pride and leadership programme, of our executive retain and enable our staff at all levels, also waived the waiting transition coaching, represent 65 per cent for women on boards more inclusive culture and agile working will Executive Sponsorship female leaders through understanding and champion inclusive worldwide have board is female; a vital respect shown by our our growing women’s committee is female, the best people – to better meet the period for flexible and a partnership to of our qualified lawyer report – women make and support our support the retention and Returners. The mentorship and we will continue to behaviour and remove gender diversity step in our journey people. We aspire to be network and women in as is 41 per cent of our regardless of their needs of our patients working to make it the support those returning cohort and 42 per cent up 47 per cent of our colleagues to maximise and progression of our promotion rate from inclusive leadership promote diversity in barriers. We see no improvement targets to achieve gender an exemplar employer technology group. senior leadership team. seniority or gender. and consumers. default from day one. from a career break. of our partners. senior leadership team. their potential. talented women. these is 25 per cent. training for managers. our firm and our clients. limits for our people. linked to their bonus. balance at all levels. in gender equality.

employment bill aims to make it BUSINESSES TAKE easier for women to juggle unpaid ACT10N domestic work with their jobs. It is THAT VALUE critical that we keep this momentum THEIR PEOPLE Women are on the front line in 2020 going as we deal with the economic fallout from Covid-19. WILL EMERGE Global events have taken also more likely to be female and O’Grady says: “A limited form STRONGER BAME, are in low paid or insecure of the government’s job retention a sledgehammer to the jobs and earn less than £9.30 per scheme should remain in place FROM THIS economy, but there hour (or £10.75 in London). In fact, beyond October to support parents are still some positive eight out of ten of the lowest-paid Mary-Ann Stephenson who are unable to return to work signs for women’s professions are female-dominated, of the Women’s because of childcare responsibilities according to accountants KPMG. Budget Group on and employers should embed flexible employment rights Frances O’Grady, general what the government working across their organisations.” secretary of the TUC, says: “The should do now The Living Wage Foundation’s BY MELISSA KATSOULIS disproportionate impact that Katherine Chapman has some Covid-19 has had on BAME people, Introduce positive actions for employers. explains. “Many men don’t qualify Are opportunities he past ten years have women and disabled workers is protection against “There is a real opportunity to build and the rate of pay is so low that been a mixed bag for deeply rooted in the structural redundancy as a back better from this crisis,” she says. many heterosexual couples can’t limitless when you’re women in work. Austerity inequalities and discrimination result of furlough “For businesses that can afford it, afford for the man to take it. hit the lowest paid hardest, that impact what they earn, where or for taking time paying the real Living Wage and “We have proposed a more more valued? and women, particularly they work and what happens off due to caring signing up to our new living hours comprehensive policy to actively TBAME women, still account for when they catch the virus. responsibilities, standard is a good place to start. encourage men to take more leave 69 per cent of low earners. Cuts to “They are working long hours sickness or Businesses that value their people when they become fathers.” At EY, we’re building a workplace where everyone local government services were to keep shelves stocked, hospitals shielding. will emerge stronger from this But while the virus has thrown can feel like they belong. With opportunities doubly impactful for women, as they clean and to care for those who crisis with a more motivated and a mighty curveball into the debate across the UK, you’ll work with a diverse mix of were not only the primary users of can’t leave their homes, but are Reinstate gender committed workforce.” about women’s working lives, there people – from global thinkers to local experts – many of them, but they were also at higher risk of discrimination pay gap reporting Sandra Kerr, the director of is some good news on the horizon: making an impact with international clients and more likely to work in them. and are forced to work without immediately. Business in the Community’s social activism is alive and well regional businesses alike. Yet at the same time, women’s many of the most basic race equality campaign, says: nationwide and across social That’s why we’re so proud to be part of rights have gained increased employment protections.” Give financial “Employers should check in with media; we have become a nation of The Times Top 50 Employers for Women. visibility across the board, with Factor in the increased cost of support to childcare their employees and ensure there Zoom natives, enabling increased significant moves made for equality children being off school and it’s and social care is adequate access to mental health home working everywhere. And Join today. Change tomorrow. in the workplace. clear the situation is critical for providers at risk support, and to find out how they increasing numbers of women Find out more at ukcareers.ey.com/experienced And then came lockdown. millions across the UK. As we of closure. are dealing with the impact of the are signing up for events such as The impact of Covid-19 will be face the true impact of the pandemic and the ripple effects of Vestpod’s digital workshops, debated for years but we already pandemic, we can only guess Do not turn back the Black Lives Matter protests.” aimed at empowering women know that women – and, once again, how far-reaching it will be. So to austerity to pay She adds: “Employers should be to take control of their money. BAME women in particular – have what can be done to help us get to for the crisis as this mindful of With politicians at Westminster been affected disproportionately. the next level of government and will have a further and ensure that opportunities to moving in the right direction – and Female workers suffer most in corporate responsibility? unfair effect on pivot into developmental roles are in step with a sea change in working any recession, but this one feels The good news is that we are women, especially shared equitably. Our Race at Work habits across the corporate world peculiarly targeted, as the retail and building on a level of recent BAME and 2018 survey shows that there is a – 2020 could, despite immense hospitality sectors have seen the success. Gender pay gap reporting disabled women. strong desire for opportunities to difficulties, still be seen as the year most closures. Women are a third has become enshrined in law and progress among BAME women.” in which women’s more likely to work in these jobs a culture of speaking out against Introduce policies Mary-Ann Stephenson, director of moved from worthy policy papers than men, according to the Living discrimination is growing ever to promote sharing the Women’s Budget Group, points to real-life action. Wage Foundation. stronger. Last year the government’s of care and unpaid out that even before Covid-19, issues In fact, running the bottling The picture for those still in roadmap for change was launched work between around family life needed tweaking. division of Unilever from your work is not much brighter: about by former women’s minister women and men. “Government policies on shared study next to the playroom no 1.3 million key workers, who are Penny Mordaunt, and a planned parental leave are very limited,” she longer seems quite such a fantasy.

GENDER PAY GAP government announced it was it stands at 17.3 per cent. The IT IS VITAL a lack of career progression. She suspending gender pay gap disparity between these two figures adds that there is inequality even reporting due to the “unprecedented reflects the fact that women are THAT within gender inequality: “The gap uncertainty and pressure” faced by more likely to work part-time. EMPLOYERS is bigger for BAME women.” companies amid the coronavirus Some of the issues behind Because pay inequality is often pandemic. Since 2017, businesses inequality are fairly straightforward. DO NOT LOSE multifaceted, progressive companies in the UK with more than 250 staff “We still don’t have proper pay SIGHT OF PAY are taking a sophisticated, tech- NEED FOR CLARITY AS have been required to submit gender transparency,” says Sam Smethers, enabled approach to the problem. pay gap figures every year. chief executive of the Fawcett INEQUALITY Through data modelling, Fujitsu, INEQUALITY GROWS And although reporting is no Society, which campaigns for a two-time BITC Top 50 employer, longer mandatory this year, it is vital gender equality and women’s – ESPECIALLY has found that increasing the that employers do not lose sight of rights. “Reporting on the gender NOW representation of women in middle Equal pay is still far hile this past decade the significance of pay inequality pay gap is good but we need pay management from 21.7 per cent to from a reality – now has been marked by – especially now. Women are more transparency so you know what 23.3 per cent would close the pay more than ever. progress – we now likely to be disproportionately colleagues in similar roles are gap by 10 per cent. W have mandatory affected by the economic fallout of earning. This is something that could it isn’t worth their while,” he says. Acting on this, the Japanese Women are bearing gender pay gap the crisis, either because of their role be very easily fixed with legislation.” He adds that one of the biggest technology giant drew up and has the brunt of the reporting and public as the primary carer for their children There are other factors to things organisations can do is have implemented a holistic action plan, current crisis and awareness of gender pay inequality or because they dominate in low- consider, too. Olly Cummings, COO “gender-balanced senior leadership which aims to “eradicate the gender has never been higher – the gender paid sectors that are being hit by of Nurole, an executive recruitment teams. If an entire board is male, pay gap in the next three years”, thanks to changes pay gap still exists. And as Covid-19 furloughs and mass redundancies. platform, says creating mandatory they’ll only see what men see.” says Fujitsu’s Karen Thomson. to their income and and its aftermath ravages the global According to the Office for equal paternity leave and making Although some of the drivers Businesses have a real opportunity employment, the economy, aggravating existing National Statistics, the gender pay childcare costs tax deductible could behind inequality are easy to to make a difference and prove that average pay gap is inequalities, the gender disparity gap for full-time employees sits at make an enormous difference. understand, others are complicated. gender equality and ending the pay The better the question. The better the answer. The better the world works. in pay is set to increase further. 8.9 per cent – a fall of just 0.6 per “Because childcare isn’t tax NOT COINING IT Smethers points to issues such as gap are not just nice-to-haves, they widening, not closing Two weeks before this year’s cent since 2012. Worse still, among deductible, you often wind up with The gender pay gap stands vertical segregation, women doing are a business imperative – even annual April deadline, the all workers (ie including part-time), mothers who want to work but find at a whopping 17 per cent traditionally undervalued work and during the most testing of times.

17871_EY_THE TIMES TOP 50_250x149mm_1.0_MAS.indd 1 22/06/2020 13:55 BROUGHT TO YOU BY BUSINESS IN THE COMMUNITY 11 N-W

NATWEST GROUP OFCOM PEPSICO PINSENT MASONS PWC LLP ROYAL MAIL GROUP ROYAL NAVY SANTANDER UK SCS RAILWAYS SHELL SIMMONS & SKY UK LTD SODEXO UK SURREY POLICE THE BRITISH ARMY VODAFONE WILLMOTT DIXON As well as improving Striving for gender We are driving LLP To progress gender We focus on inclusivity Since 1993, all of our At Santander, gender Our objective, through We are pleased to have SIMMONS Our commitment to & IRELAND AND SUSSEX POLICE People are the heart We intend to become We are committed the proportion of equality is embedded programmes to Our long term goal equality we have a five at work. Building on roles have been open balance is at the structural changes, is 42 per cent female We have made gender equality is We are committed to As part of our efforts of our organisation; the best employer for to achieving gender women in our pipeline into our company. accelerate women’s is to retain talent, point plan to drive real gender-targeted to women. We have heart of our inclusion to remove barriers for board representation, progress and increased at every level. The closing the gender pay to address gender their quality is our women in the world parity at every job to 44 per cent and in From apprentices to careers. We’re focused ensure recruitment change. Everyone in initiatives, we maternity support and strategy. We have women and establish 30.2 per cent senior the representation of evolution of “try before gap across our legal imbalance, 34 per cent strength. We are free by 2025. We seek to grade by 2030. our senior roles to senior management, on inclusion, education and promotion are our firm has a diversity concentrate on initiatives to recruit and an ambitious target new standards for the female representation women. We have you apply” has inspired entities by 10 per cent of our workforce are from gender constraints connect 50 million While women make 36 per cent, our women not only feel and role modelling -free, and achieve goal but our partners increasing our retain more women, and to reach: to have engineering sector. We and 54 per cent female engaged men as more women to enter by 2025. We have now women officers on employability, with women in emerging up 12.9 per cent of workforce engagement supported but also to achieve gender gender balance are specifically managers’ inclusive a rigorous process 50 per cent women in aim to attract more graduate recruits. We agents of change to areas of the business initiatives to increase even at senior levels total commitment to markets to improve our industry, the scores are the highest know they are vital parity in management across all parts of accountable for leadership capabilities ensures the fairness of senior management women and create continue to foster an accelerate the journey where they are the representation of – an increase of harnessing the nation’s their lives and get number of women we they have ever been. to our success. roles by 2025. our business. taking action. and allies programmes. our promotions system. by the end of 2021. inclusive workplaces. inclusive culture. to gender parity. underrepresented. women at all levels. 7 per cent over 2 years. very best talent. women back into work. hire is up 27 per cent.

Rooting out gender inequality in the workplace TECH FOR GOOD While there has been plenty of publicity the introduction of a female-focused technology degree apprenticeship, and discussion on the WHY NOW IS THE the proportion of women in the inequalities women firm’s 3,000-plus tech workforce face at work, there is TIME FOR WOMEN has risen from 14 per cent to still a lot to be done to 27 per cent in the last five years. But still, “Getting girls interested close the gender gap TO BYTE BACK in tech at school is essential to “ Equality is not only a women’s building the pipeline,” says Ash, founder of the Tech She Can BY POORNA BELL issue – it is a world, education The pandemic reinforced the importance Charter, a cross-industry initiative of technology – presenting opportunities involving organisations working and business issue affecting The landscape in for girls and women to enter the industry together and with schools to CMS_LawTax_CMYK_28-100.eps which we discuss provide, among other things, gender inequality has free digital lessons. “They don’t everyone.” changed irrevocably understand the connection between over the last decade. a technology career and solving key Penelope Warne, Seismic movements such as #MeToo, BY SUE LEONARD problems in society, yet there are so The Senior Partner, CMS the mandatory publication of the TAKE many examples of that,” she adds. gender pay gap and the shared hile technology ACT10N Dame Sue Black, a leading parental leave law have helped to fitted seamlessly forensic anthropologist, agrees. empower women and give them into our lives before “I think the tech world is viewed as agency when it comes to W the coronavirus not terribly attractive, but that is so dismantling rigid gender roles. outbreak, now more not true. Getting good case studies However, has enough progress than ever it has that showcase the things you could been made in the workplace? become a vital lifeline for us all. be working on would help a lot in According to Barbara Hervey, From Zoom meetings and online attracting more women to the field,” managing director at Accenture classes to streaming services, tech Dame Sue Black says Black, pro-vice-chancellor for Research, change has been has been invaluable in helping us shares her tips for engagement at Lancaster University. phenomenally slow. adapt to the “new normal”. attracting women Take her own story, for example. “When I started work many years As well as keeping us sane and to the field of tech Better known for identifying human ago we were talking about this – entertained, technology can also remains in the aftermath of wars and we are still talking about it,” “help girls and young women feel When providing and natural disasters, Black turned says Hervey. “For every 100 male empowered, heard and valued”, guidance to young her attention from the dead to the managers there are 34 women, says Dr Anne-Marie Imafidon, people, view them living after a failed conviction (of a and that’s not changing fast. The co-founder and chief executive as opportunities father whose daughter had accused number of women in senior of Stemettes, an award-winning and not just as boys him of abuse) drove her to develop leadership roles has gone up social enterprise set up in 2013, or girls. a hand-recognition technique that maybe 10 per cent since 2004.” which encourages girls and young identifies child sexual abusers. In the latest Mental Health At women to explore careers in Be brave, give She is now working with computer Work report from Business in the science, technology, engineering people who are scientists and data analysts to Community (BITC), it’s evident and mathematics (Stem). different and not create the world’s first searchable how women are being affected: As one of just three women in in your own hand recognition database. 66 per cent of women reported a class of 70 who studied maths image a chance. She argues that “the opportunities that they experience poor mental legislation, little has actually achieved their goal if they have more Gender equality hasn’t moved as and computer science at Oxford, for males and females should be no health due to work, as opposed to changed. “The big gap is between white women. Most fail to address quickly as we’d like, but that doesn’t Imafidon says: “I hope that Be prepared to different because the expertise that 58 per cent of men. Tackling the what you say and what you do as a the fact that race and also class play mean we can’t speed it up. If we Stemettes helps women feel more tolerate inequality people carry isn’t gender specific”. problem is not just an ethical issue, company,” says Hervey. “If you ask a big role in how women get ahead. know the areas that need urgent comfortable to skill themselves in numbers as With a reputation for long hours, but a health issue too. employers if their workplaces are “Unfortunately people are biased attention such as mental health, up.” Currently, women make long as there is a rigid work culture and being Mandu Reid, leader of the diverse, 88 per cent will say yes. If and they recruit and promote those pay equality, family support, up just 24 per cent of the Stem genuine equality male-dominated, “meaningful Women’s Equality party, says that you ask employees, 44 per cent will who are in their image,” continues flexible working, diversity and workforce while the proportion in opportunity shared parental leave is another CMS is proud to embrace gender part of the reason for slow progress say yes. It’s got to be a business Uwagba. “I think it will take a lot leadership roles, then it shouldn’t of tech roles filled by women has and actions. key hurdle towards bridging the equality. In the UK, we have: in the workplace is that equality imperative and you’ve got to do it for people from minorities to be be a matter of “if” change will flatlined at 16 per cent since 2009. technology industry’s gender gap”, simply hasn’t been a priority for when times are tough, even when elevated to positions of leadership. happen, but “when” it will happen. Bytes may be neutral, but these says Margherita Zorzetto, equality, many organisations. “The gap the financials are hard. That means You can do unconscious bias figures highlight the continuing diversity and inclusion adviser 45% women on the CMS Board widens drastically when women leaders are accountable.” training which is useful, but a lack of diversity in the sector, at SCS Railways. But “there is no have children,” she says. “Partly When we consider marginalised helpful approach might be looking TAKE ACT10N resulting in what Caroline Criado one silver bullet to shake up the 32% women across the CMS Partnership because employers expect that groups such as women in the Black, at how your recruitment might Perez, author of Invisible Women, 5% industry”, Zorzetto explains. “You women will be less committed Asian and minority ethnic (BAME) penalise or promote people from Author and editor Poorna Bell calls the “one size fits men” The proportion of are always going to have a range 50% women represented in latest CMS to their jobs and also because a communities, who are paid less certain communities. For instance, recommends businesses to: approach, with products from seat leadership positions in of things you need to be doing lack of flexible working and truly than their white female counterparts, do you need to have a degree to belts to smartphones designed by the technology industry in parallel.” In the case of SCS Partner Promotions shared parental leave does push the disparity grows wider. A key work there?” Make equality a business men, for men. “We are going to held by women* Railways, this took the form of many women to work less or go finding from the BITC report Eduardo Ustaran is a partner imperative – it should never end up being second-class citizens simultaneously creating initiatives part time. Addressing these would showed that a third of people from at law firm Hogan Lovells LLP and be an add-on. and being harmed by technology to promote flexible working while have a huge impact.” BAME backgrounds had negative is passionate about eliminating if we as women aren’t contributing tackling the “banter culture” on site. Changing work culture and outcomes – such as poorer mental bullying and harassment in the Promote flexible working to those technological decisions,” “The pandemic has brought expectations is pivotal to advancing health – when it came to work. workplace. He says a guideline for practices – women thrive adds Imafidon. about a decade’s worth of change gender equality, otherwise we are Otegha Uwagba, writer and companies should be to allow on them. Awareness and access are in how we work, in just 12 weeks,” merely attempting to drive change founder of Women Who, a network anyone, irrespective of gender, to key, says Sheridan Ash, Women says Nathan Marsh, left, the chief CMS, the international law fi rm with 75 offi ces through ill-fitting structures, so new that connects creative working achieve all that they can. “On a Encourage men to take in Technology leader at the digital officer at construction and in 43 countries, helps clients to thrive ideas will never fully take root. women, says: “In a lot of diversity practical level that can include shared parental leave because professional services firm, PwC. engineering company Costain. The publication of the gender initiatives that I’ve observed, when logistical things – like allowing this will help to equalise Through initiatives such as female- “I hope that this accidental sprint through top-quality and practical advice. pay gap is a good example. While companies look at addressing the flexible working so people can parenthood in the workplace. friendly recruitment, reverse to digitisation can help us bridge

it was a groundbreaking piece of gender balance they think they have INSIDER, 2018 SOURCE: *BUSINESS handle work and life matters.” mentoring, part-time working and the equality gap more quickly.”