We believe that a diverse and representative workforce helps to create a working environment that is responsive to fresh business ideas and also improves our understanding of customer needs.
Our equality policy seeks to ensure we are in line with best practice and comply with legislation. We treat our employees equally in all aspects of employment including:
- Selection and recruitment
- Promotional opportunities
- Training and development
- Pay and benefits
- Grievance and disciplinary matters
We give full and fair consideration to applications for employment from people with disabilities and to their subsequent training and career development.
Although we have policies to ensure we do not discriminate at any level, representation of females at director level, disabled people and reported minorities is low. Trends show gender balance continues to improve at senior management and management level compared to 2011 levels. Unfortunately it has deteriorated slightly at director level.
It is difficult to collect data on ethnicity within Europe due to privacy laws. In the UK, 6% of full-time employees in 2012 indicated they were from an ethnic minority.
Group diversity initiatives
- The National Women’s Institute (Inmujeres) has awarded our business an ‘A’ rating, certifying us as a company that complies with the Gender and Fairness Model with 78% compliance
- We are a member of the National Consultation Council for Disabled People. We also ensure mothers on maternity leave are able to retain their employment benefits such as medical care, laptop, company car and telephone. They are able to take flexible working arrangements when they return to work
- We work with Gender Studies, a non-governmental organisation that focuses on equal conditions for men and women, and carry out an annual audit of workplace practices and recruitment
- We participate in discussion panels and conferences devoted to diversity, and as a key supporter of the gender diversity debate we support 'Women of the Region', a regional competition to find and celebrate female community role models. The campaign was developed and organised by Provident in order to address workplace inequality. It provides recognition and visibility for exceptional women, whilst helping Provident to promote equal opportunity in the workplace
- We’ve been carrying out research to find out what would encourage mothers to return to work following maternity leave
- We’ve initiated a project to employ more people with disabilities in our head office, looking for partnerships with foundations that help disabled people find employment
- In 2012 we earned the Disabled-Friendly Workplace Award for the third consecutive year
- We have produced a guide for maternity leavers or young mothers to help them understand the process regarding maternity leave and reintegration into the business. Mothers returning from maternity leave may choose to work a six-hour day to help them balance work and family life.
- Our membership of the Chartered Institute of Personnel and Development helps to ensure best practice in managing diversity issues
Employees by age
Employees by gender