Inspiring a gender balanced future by empowering all our employees
Category: inclusive workplace, inclusive employer, Gender Focus, Gender Equality, Diversity and Inclusion in the workplace, Diversity & Inclusion, gender diversity, Inclusive, Diversity and inclusion networks, Team Diversity, Capita, Gender Balance, Inclusive culture, gender bias
On 15th March 2020, we released our UK Gender Pay Gap report. We’re making great strides towards gender balance and, based on the report, there are four key areas we’re working on to make sure we’re doing all we can to promote a culture of inclusivity and accelerate gender parity.
1. Improving data intelligence through our ‘Be Counted’ campaign
The launch of Workday – a financial management, human capital management, and analytics application – is helping us to better understand our employees. This system also enables us to implement targeted interventions to accelerate gender parity and inclusion across other areas of diversity. We’re also currently running a global ‘Be Counted’ campaign, which will help us understand our diverse workforce better and make sure that we continue to make positive changes to our policies in the future.
2. Empowering our employee voice through our employee network
We want to hear from our employees so we’ve set up a two-way feedback loop that our employee networks and Executive Committee (ExCo) sponsors provide. We plan on supporting our networks to grow both locally and globally too, to connect as many people as possible into our communities. We’ll also be holding quarterly meetings with each network’s group chairs and ExCo sponsors, keeping people connected to what’s happening at a strategic level and on a ground level. Plus, we’ll share good practices and activities between them.
3. Accelerating female development through mentoring and high potential schemes
We will continue our increased support for high potential women. We’ll double our mentoring through the 30% Club and join the Women’s Industry Networking Group to provide additional mentoring. Our leadership team has also started an internal advocacy programme to champion the career development of 18 high potential women that have been identified through our succession planning process. This has contributed to an additional 15 women being identified as potential successors for future senior leadership roles, with the total now standing at 48.
4. Focus on inclusive recruitment
Our Resourcing 2020 Agenda builds on our commitment to truly embed inclusion into our values. We’ve made a commitment to driving greater inclusivity throughout the hiring process by: introducing new standardised interview templates, piloting a new digital behaviours based assessment that removes bias from the early stages of candidate screening, launching our new Employee Value Proposition, which will underpin revised content across all our major candidate sourcing channels, and we’re working with key external partners to help us attract candidates from more diverse backgrounds. We’ve also appointed a Head of Executive Resourcing who will be accountable for driving this approach consistently across the whole organisation. Of course, we’ll also continue to promote our flexible and agile working solutions, particularly the use of technology to allow remote and home working to provide a better work life balance.
We remain truly committed to creating a workforce that is inclusive and reflects the diversity of our communities. Find out more about opportunities at Capita by searching on our profile with VERCIDA.
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