Our actions for this financial year to drive progress towards gender parity fall under four themes:
Building networks to ensure we reach a wide pool of applicants. Using accessible formats, inclusive language and valuing lived experience. Appointing specialist diversity recruiters for Board appointments Carrying out post-recruitment analysis Attending specific diversity and inclusion training for recruiting personnel
Retention and promotion
Monitoring and responding to employee’s inclusion needs. Identifying and developing internal diverse talent for progression into senior management positions.
Embedding EDI into business as usual
Annually report on our gender pay gap and carrying out corrective action as appropriate. Regular Equity, Diversity and Inclusion Working Group meetings to evaluate progress on our EDI Action Plan.
Behaviour and culture
Refreshing and developing further policies to ensure an inclusive work environment.