A NEW LANDSCAPE FOR - Business in the Community
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
THE TIMES TOP 50 EMPLOYERS FOR WOMEN 2021 UNVEILED
A NEW LANDSCAPE FOR
Baroness Helena Morrissey introduces our guide celebrating the
progress driven by this year’s Times Top 50 Employers for Women
This is the ninth year I’ve had the honour of introducing The Times Top 50 to request flexible working; gender pay gap reporting is mandatory; and
Employers for Women as chair of Business in the Community’s gender boards and executive teams are more gender balanced. Gender equality
equality campaign. It is also my last, as I hand over to Sarah Bentley – CEO is not about creating a few places for women at the top, but about enabling
of Thames Water. I wish her and all my colleagues at BITC well. all women to fulfil their career potential. The recent focus on behaviours
Looking through this year’s entries, it’s wonderful to see companies and company culture is both welcome and necessary.
showing brave leadership to ensure they are good places for women It’s true that the pandemic has hit women hard – PwC suggests
to work – especially given all the turmoil of the past year. Santander, for career progression is back to 2017 levels. Yet this is also an opportunity
example, did not furlough any colleagues, paid staff as normal through to modernise work. We have learned that we can work effectively from
the pandemic and gave primary care givers paid leave. Aviva introduced home, that productivity can be even higher and that companies can
a parental leave policy three years ago, offering both men and women six reduce costs. I hope that we can all benefit from “hybrid” working, a
months’ leave on full pay, and now sees an almost 50:50 split in male and blend of days in the office for collaboration and days at home for efficiency
female employees taking parental leave. These trailblazers are paving and balance. The past nine years has taught me that incremental change
the way towards truly gender-equal workplaces. isn’t enough; as the Top 50 companies show, it’s more radical thinking that
As I reflect on the past nine years, concerns remain but there are also drives progress. Today is a moment to be bolder and more ambitious.
reasons to be cheerful about progress. Legislation now allows all employees See page 2 for the Top 50 Employers for Women and find out more online.
T H E T I M E S TO P 5 0 , BY B U S I N E S S I N T H E CO M M U N I T Y 3
TO P 5 0 E M P LOY E R S FO R WO M E N I N 2 0 2 1
Accenture SNC-Lavalin Group Bank of America CMS Department for Work Eversheds Sutherland GlaxoSmithKline Linklaters LLP Norton Rose Post Office Limited Tesco
Addleshaw Goddard LLP Atos Burges Salmon LLP Costain and Pensions EY Goldman Sachs Lloyds Banking Group Fulbright LLP PwC LLP Thames WaterUtilities Ltd
All are recognised equally and appear in alphabetical order.
Allen & Overy AVIVA Capgemini UK Credit Suisse Deutsche Bank Financial Services Hachette UK Morgan Stanley Ofcom Royal Mail Group West Midlands Combined
Find out more about why each company has been included AstraZeneca UK AXA UK & Ireland CityFibre Holdings Deloitte DWF Compensation Scheme Jacobs NatWest Group PepsiCo UK & Ireland Santander UK Auhtority (WMCA)
in the Top 50 at thetimes.co.uk/TT50 Atkins, a member of the Bain & Company Limited Department for Transport Enterprise Rent-A-Car Fujitsu KPMG LLP UK Network Rail Pinsent Masons LLP Shell Willmott Dixon
which women were affected by
closed schools and nurseries
SEEING THE
will spark fresh debate. For a long
time, employer policies and the
WHOLE PICTURE
wider culture have not enabled
men to play as full a role at home
as many would like. “Organisations
need to address the gendered
expectations of who cares for
children,” Forbes says.
As businesses consider an office return or hybrid alternative,
One of this year’s Times Top 50 employee wellbeing will be as important as counting desks
Employers for Women leading the
way in this is insurance giant
Aviva. Its equal leave policy offers
men and women an option of
taking up to a year off, with six Three days before International situations where some people are
months at full pay. In the three Women’s Day, the minister for women sitting around a table, while those
years since this was launched and equalities, Liz Truss, released a working remotely are ignored on
the company has seen almost a statement calling for flexible working WE DON’T a small screen.”
50-50 split in the gender of to be made a standard option for WA N T A Beyond the office, working more
employees taking the leave. employees. Suddenly, a trend that S I T UAT I O N flexibly should enable women to
“We wanted to take the issue
gathered momentum during the W H ER E work when and where it suits them
of gender out of the equation,”
says Anthony Fitzpatrick, head pandemic had government backing – T H E P EO P L E most. This will almost certainly
of employee relations and global a big step towards making it a reality. alleviate stress around juggling
It was music to the ears of flexible- WO R K I N G things like childcare with a job, but
employment policy at Aviva.
“Once you start gendering working campaigners, particularly R EM OT ELY we must ensure it doesn’t damage
leave, it begins a chain reaction many women. But as we emerge from ARE IGNORED mental health in other ways. “One
of conscious and unconscious the crisis, and that flexible approach unintended consequence could be
bias. If the woman was the meets with more traditional working the drop in social interaction,” says
person taking the longest leave, styles, could there be negative Sarah Churchman OBE, community
that has an impact on career consequences for working women? and wellbeing officer at PwC, one of
progression and women could If the majority of people taking up this years Times Top 50 Employers
be seen as a recruitment risk.” the opportunity to work from home for Women. “We’ve seen that remote
The biggest barrier to shared are indeed women, we need to make working can impact people’s sense
parental leave has been the sure the office doesn’t become a of wellbeing – employers need to put
existing culture around it and boys’ club, warns Ann Francke OBE, measures in place to check in.”
the fear of how a man taking chief executive of the Chartered We must also watch out for the
leave might be perceived. Policies
Management Institute. blurring of lines between work and
such as Aviva’s go a long way to
address this and in the wake of “You have to think carefully about home life, says Anouska Ramsay,
the pandemic, it seems more men how you manage hybrid working – director of culture and capability at
COVER: ILLUSTRATION: HATTIE NEWMAN, PHOTOGRAPHY: MARTINALANG/STUDIO PI. INSIDE PAGES: ILLUSTRATION: SINEM ERKAS/STUDIO PI FOR BRIDGE STUDIO
are ready to take on additional how do you decide who to bring into another of this year’s Times Top 50
caring responsibilities. the office? Who works from home?” Employers for Women, Santander. “We
“Men have been at home doing she says. “If men are going in more need to encourage an equal balance
more family things,” Fitzpatrick readily, or you choose to only bring so that people are not constantly
says. “Meanwhile, there’s less senior people in, that would not be wandering back to the screen.”
of a drive towards presenteeism, good for anyone.” The opportunity in front of us is
which has broken down some of We should also make sure that clear, but inclusivity must remain
those taboos around men asking those who do work from home still front of mind. “We have a once-in-a-
for time to do things like school get an equal voice at the table. “Right generation opportunity to reinvent
drop-off or pick-up.” now, remote meetings mean we’re how we work,” Francke says. “Let’s
The next step is to bring the all in the same sized box on screen,” make sure that we not only build back
same opportunities to frontline she says. “We don’t want to create better, but bolder and more inclusive.”
workers who have powered us
through the pandemic.
A new landscape for women
“We need access to flexible
This move from flexible working work for everyone,” says Emma
being seen as something managers Stewart MBE, development
allow mothers to do out of director of Timewise. “I want
necessity, to something managers businesses to believe there’s JOIN BITC AND DO BUSINESS BETTER
want men and women do to, is an flexibility in every role because
essential component in the new then we can help women at the
I
employment landscape. bottom end of the labour market.”
While the pandemic n many ways, Covid-19 has
been a disaster for women.
still bubbles beneath the surface
of society, it has also offered an
It has been a legal right to request
flexible working since 2014 but the
Demand is there. Figures from
the UK’s Behavioural Insights Team
It is clear we have a chance to
tackle inequalities that have held
The Times Top 50 Employers for Women
is published in partnership with Business in the Community – the oldest
has been a challenge When the school gates closed opportunity to address it once pandemic has shifted the dial on and Indeed suggest that a mention women back. “We’ve ripped up
for companies and
and children were sent home
to learn at the kitchen table,
and for all. The flexible working
practices embraced out of necessity
Firms need one of the hardest things to change:
attitudes. “Before Covid-19, women
of flexibility in a job ad increases
the number of CVs sent by 30 per
the rulebook on how we design
work so it’s all up for grabs,”
and largest business-led membership organisation dedicated to responsible
business. Discover what membership of BITC could do for your organisation.
employees at all levels,
it was the nation’s mothers
who bore the brunt.
during the crisis could transform
the working landscape for good.
to address working flexibly often experienced
negative career outcomes or were
cent, with men just as likely as
women to shortlist these adverts.
Stewart adds.
“At points in their lives, women
the ideas initiated by this
According to figures from UCL,
women spent twice as much time
“The pandemic has taught
employers that their staff can be
the gendered unable to progress within their
organisations,” says Sarah Forbes,
“We have bust the myth that
flexibility is just for women or
need control and choice over how
and when they work – for many G O T O B I T C . O R G . U K /J O I N - U S
year’s Top 50 Employers doing homeschooling as men did
during lockdown. Research from
productive working in a different
way,” says Caroline Nokes MP, the
expectations Equal Parenting Project co-lead at
the University of Birmingham.
mothers,” says Hannah Burd,
principal adviser of the Gender and
years they’ve had to compromise
on promotions or new roles. If we
for Women also show the charity Pregnant Then Screwed
found that 57 per cent of employed
chair of the Women’s and Equalities
Committee. “The pandemic has
of who cares “Our research shows that
attitudes toward flexible working
Behavioural Insights Programme.
“It’s important because the more
get this right, we will no longer
have to make those compromises.”
brave leadership and mothers felt the increased childcare been appalling for women’s for children held by managers are positively we conflate it with motherhood,
responsibilities during the crisis employment chances. So if we can shifting with a significant increase sadly, the more we devalue it and See the full list of The Times Top 50
new opportunities, finds had affected their career prospects. find new ways that help them back in the belief that flexible working that’s not good for anyone.” Employers for Women in partnership
But while the pandemic has into employment, in a more flexible is a performance-enhancing tool, Campaigners are also hopeful with Business in the Community at
Gabriella Griffith shone a light on the inequality that way, that would be a real boost.” compared with before lockdown.” that the clearly unequal way in thetimes.co.uk/TT50
T H E T I M E S TO P 5 0 , BY B U S I N E S S I N T H E CO M M U N I T Y 5
Mind the ‘ E V E R Y B O DY ’ D O E S
ME AN EVERYBODY
pay gap
Though fears exist that the past year is likely to have seen
a stumble in the progress of equal pay, the majority of
Times Top 50 Employers for Women are determined to
keep the issue front of mind, says Rhymer Rigby
A truly inclusive workplace means equality for all – from gender
‘
R
eally disappointing” none of us will see gender parity
and race to religion. It’s also good for business, says Arwa Haider
is Felicia Willow’s in our lifetimes, or our children’s.
IT WILL TAKE
99.5
reaction to news that It cites the finding of its own Global
the gender pay gap Gender Gap Report 2020, which
has increased. But reveals that gender parity will “It is important to recognise both the Dingle is the VP and global director
35%
it’s not surprising, not be attained for 99.5 years. commonality we have as women of TogetherBeyond, the company’s
adds Willow, CEO of the Fawcett Ongoing research by the and the many nuances that inclusion and diversity strategy.
Society, which promotes years for gender parity to consultancy McKinsey has distinguish our identities and “TogetherBeyond is built on the
equality and women’s rights. be achieved, according established a strong and voices,” says Sandra Kerr CBE, recognition that diversity means
“When you look at the effects to the Global Gender growing link between gender national campaign director for Companies that have more than monolithic groups with
of the pandemic, it has not Gap Report (2020)
representation on boards and BITC’s race equality campaign. diverse teams achieve clearly defined characteristics. The
been a good year for anyone who company performance. In its “It is so vital to have different 35 per cent better mantra ‘leave no one behind’ needs
was experiencing inequality Diversity Wins report, the authors voices and lived experiences to be fundamental. But it’s also vital
beforehand.” state, “Our 2019 analysis finds that financial results
at the decision-making table.” to have an understanding and
The deadline for gender pay gap companies in the top quartile for Workplace conversations need to discussion of intersectionality. We
reporting has been extended this gender diversity on executive include awareness of the prejudice understand that terms like BAME, gay,
year because of Covid-19. For the teams were 25 per cent more likely
encountered by women who wear neurodiverse and female are entry
organisations that have reported, to have above-average profitability
the gap remains roughly the same than companies in the fourth religious dress, and the limitations points into a wider concept of identity.
as it was in 2018. However, many quartile – up from 21 per cent in of networking around alcohol or late “A truly inclusive culture recognises
expect it to widen considerably 2017 and 15 per cent in 2014. events. There are also challenges faced that a rising tide lifts all boats, and
when all the reports are in. Moreover, we found that the greater by single mothers; women make up 90 focuses on recruiting, promoting and
Research by the Fawcett Society the representation, the higher the per cent of single parent households, retaining a diverse array of talent –
shows that 35 per cent of working likelihood of outperformance.” according to the charity Gingerbread. creating a rich culture of belonging.”
mothers say they have lost work or There are good reasons for this Yet diversity must extend beyond As Sandra Kerr points out, getting
hours during the pandemic to a link. These range from forward gender. “It means getting everyone to race equality right and enabling people
lack of childcare. Willow observes thinking companies being able the same place, across everything: from ethnic minorities to progress at
that industries such as hospitality to attract the best staff to diverse religion, politics, pay, job opportunities, work is worth £24 billion1 a year to the
which are likely to have large businesses better reflecting the family,” says Oluchi Ikechi, managing UK economy; and firms with diverse
numbers of people on furlough will communities in which they director (partner) for business workforces achieve 35 per cent2 better
not have their wages included in operate and so being closer to restructuring and innovation for capital financial results. “Employers should be
Gender Pay Gap reporting. These their stakeholders. As Warne markets at Accenture UKI, a Times Top making sure they are populating the
industries also tend to be the ones says, “Gender equality and all 50 Employer for Women. Commitment springboard roles from diverse teams,
that employ significantly larger diversity and inclusion leads
to diversity should be “onstage, for the opportunities that feed that top
numbers of women than men. to better business decisions.”
The good news is the long-term So what can companies do, if backstage and behind the scenes”, she table. If you’re focused only on the
trend is still down. According to they feel they are underperforming says. “The first step to changing culture 1. Race in the
senior figure, then when that person
Office for National Statistics (ONS), in terms of the GPG? is belief. It’s creating an environment in Workplace: The leaves, you’re back to square one.”
the gender pay gap has fallen slowly Transparency about pay is one which teams feel free to be themselves.” McGregor-Smith
At another Times Top 50 Employer, Sandra Kerr is leading the Race at Work
but consistently since the late 1990s. way, says Willow. “Making sure Review 2. Let’s Talk
Jacobs Engineering Group, Jeffrey survey. Take part at bitc.org.uk/race
Internationally the UK lags behind that people doing the same level of About Race (BITC)
most EU countries (Italy, Romania work are paid the same is a good
and Colombia do notably well) but it start. I’d like to see employers use
does better than the US, Canada and banding systems, so that everybody
Israel. Korea is an outlier here with a can see what they get paid and
gap of over 30 per cent, which is the what the requirements are for that support an ‘hours’ or ‘FaceTime’
worst in the industrialised world.
The international law firm CMS
level across different skill sets.”
This helps enormously with
culture,” says Warne. “Our
appraisal process ensures lawyer
“Committed to making gender equality
is one of this year’s Times Top 50
Employers for Women. “We would
problems like unconscious bias.
“I’ve been researching women who
bonuses are a mix of chargeable
hours and other contributions, In my research central to our business, with our clients,
never put this on the back burner,”
says Penelope Warne, senior
ask for pay rises,” adds Willow.
“When they ask, they are seen as
allowing for different working
patterns and commitments. I see that when our people and our communities”
partner and chair of the UK board.
“At CMS, we remain deeply
more negative and more aggressive;
it is viewed as less of a good thing
“People have been coping
differently during challenging women ask for Penelope Warne,
committed to all aspects of diversity
and inclusion which are central to
to ask for a raise if you’re a woman.”
Companies should also work to
Covid times. We recognised the
need to be flexible and relaxed our pay rises, they The Senior Partner, CMS
our strategy – whatever challenging
times we may be going through. It is
eliminate the “motherhood
penalty” by making all roles
normal approach to performance.
We rejected any possibility of are seen as more Embracing gender equality.
actually more important in tough
times to be true to your values.” The
flexible. “If someone’s going back
part time, they shouldn’t go back to
reducing working hours and pay;
instead, we actively supported negative and In the UK, we have:
CMS board is 45 per cent female and
32 per cent of partners are women.
a lower level job,” says Willow.
“They should go back at the same
and encouraged flexible working,
emphasising output and quality, aggressive 45% women on the Board
There is still a historic tendency level, be paid pro rata and have the not hours, of work.” 32% women across the Partnership
to view diversity and gender same opportunities for progression.” 55% women on average represented
equality as a “nice to have” that’s There is a lot businesses can do See the full list of The Times Top 50 A global law firm with 75
not really linked to the bottom line. around reward that is less obvious. Employers for Women in partnership in partner promotions (2019-2021) offices across the world
The World Economic Forum For instance, law has traditionally with Business in the Community at
observed in December 2019 that Source: Fawcett Society focused on billable hours. “We don’t thetimes.co.uk/TT50
T H E T I M E S TO P 5 0 , BY B U S I N E S S I N T H E CO M M U N I T Y 7
Lafever-Ayer launched the firm’s
first women’s networking group,
50%
Enterprising Women. She stresses that A L M O S T
inclusive workplace culture should
extend beyond existing staff and
Enterprise distributes its acclaimed
gender diversity magazine, DRIVE
(now in increasingly interactive
digital form), to an audience that
also includes prospective employees,
customers and universities.
“Our very decentralised branch Nearly half of the workers we
structure means that many women
work in small business units and surveyed for BITC’s Everyday
may not get to know other women Inclusion campaign reported
outside their local or regional area,” experiencing some kind of low
she says. “We launched DRIVE level non-inclusive behaviour,
to share stories so women could including unwanted comments
Empowered to virtually meet and learn about other
women at Enterprise, as well as
about the value of connecting. This
and jokes. Rates were
significantly higher for women,
younger workers, and black,
‘gender lens’ on the business helps
Asian and minority ethnic staff.
everyone. Most senior women were
be you at PwC Jess, Sustainability well profiled so we also highlighted
and climate change junior employees across every
diversity strand so that women
50%
O V E R
could see successful employees who
look and sound like them.”
Damien Shieber, head of culture
Our people are at the heart of everything we do, and we aim to empower and inclusion at Santander, believes
the events of the past year have
everyone to work in a way that suits them, embracing their authenticity and been a catalyst. “Leading with
empathy and compassion is not a
human difference to stand them apart. luxury,” he says. “It’s essential to
economic recovery.”
“I think it’s important for girls and women everywhere to feel empowered When Covid-19 struck, Top 50 Shockingly, more than half of
Employer for Women Santander did female respondents to BITC’s
to be who they want to be, both in a work environment and on a more not furlough any colleagues and Project 28–40 research said
committed to paying contracted
they experienced some form
hours as normal, as well as providing
personal level with their friends and family. PwC is a place that champions paid leave to colleagues with caring of bullying or harassment in
responsibilities. The company’s work their workplace in the previous
inclusion and equality of opportunity, and I’m proud to work for a company on inclusion stretches back to before three years; these levels
the pandemic. “In 2018 we sponsored increase for black, Asian and
which encourages its employees to bring their ‘whole’ selves to work.” a key piece of research in partnership minority ethnic women.
with BITC, which found that men
and women have similar attitudes
Flexibility means different things for everyone, and for Jess it means in relation to balancing work and
caring,” Shieber says. “We now have
having the time to be part of the Jewish Network, give back to her local a unique opportunity for us to have
this conversation more broadly.
community, and joining the conversation at awareness events to share her One of our employee-led networks
recently launched a mentoring
experiences with others. Read Jess’s full story at pwc.co.uk/blogs/jess scheme, buddying colleagues on This extract is from BITC’s Route
any family-related issue.” Map to a More Gender Equal Future
Capgemini, another Top 50 report, published March 2021.
Explore careers at PwC today – pwc.co.uk/careers Employer for Women, runs an
award-winning Active Inclusion
process established five years ago by
A
Bal Gill, now its head of employee
Making
fter the initial impact Dr Rose Cook (senior research fellow experience and inclusion. “I’m the Me Too and BLM movements
Visit here to find out more: of Covid-19 came a at the Global Institute for Women’s involved in shaping future ways of – and Covid-19, which removed
sharp realisation: that Leadership, based at King’s College working as Covid restrictions lift,” that boundary between home and
PwCCareersUK PwC UK
the pandemic was not
some “great leveller”,
London) suggested approaches
that encourage “responsibility
Mentor, Gill says. “We have an opportunity to
reinvent how we work and to ensure
work. I’m sure many organisations
are thinking about employee safety
sponsor,
inclusion
but rather it shone a structures” for accountability, such inclusion is at the heart of that.” following recent events.”
spotlight on existing inequalities, as employee networks or inclusivity Gill highlights Capgemini’s “It is important that companies
PwC UK Careers pwc_uk_careers and often intensified them.
An LSE-commissioned Inclusion
taskforces. Such groups play a social
and professional role, supporting
seek out Think, Ask, Act campaign (launched
in 2017) as pivotal. “We recognised
understand individual needs and
ensure a diversity of voices is
@pwc_uk_careers
Initiative report from 2020 noted
risks to creating inclusive work
staff when remote working may
create anxiety or a sense of isolation.
people who that it’s the everyday acts, the
seemingly small things, that can
being heard,” Lafever-Ayer says.
“Those who make sure every
the name of
cultures arising from the pandemic;
for instance, the physical distance
The Everyday Inclusion campaign
also advocates having fair, bias-free
are different make a big difference in creating
a truly inclusive workplace.”
employee voice counts will build
a sustainable, inclusive working
Working together. Shaping our future. of homeworking and uncertainty
around timescales can intensify
policies in place on important issues
such as promotions and salaries.
from you From a leadership perspective,
Gill points out, being courageous,
culture that pays attention to the
micro-issues and intersectionality
employees’ psychological distance At Times Top 50 Employer for communicative and responsive of gender with other diversities.
the game
from a company. This impedes the Women, Enterprise Rent-A-Car, enough to instigate brave (often Mentor, sponsor, seek out people
spontaneous discussion often at the director of HR Leigh Lafever-Ayer uncomfortable) conversations who are different from you.”
root of creative solutions, erodes has been co-chair of her company’s and react to real-time concerns is “Treat inclusion as any other
emotional investment in the UK and Ireland diversity team since vital for workplace wellbeing and business priority and strive to raise
workplace and makes it trickier for 2007. “Being a woman in an industry creating a safe space. It also cannot the bar, year on year,” Gill says.
managers to monitor performance often perceived as male-dominated be ignored that the UN identified “The world is evolving, and we also
– all of which can negatively impact influenced my commitment to a “shadow pandemic” of domestic have to ensure we do. And ensure
daily business and future trajectory. diversity, equity and inclusion, abuse during Covid: one in three that respect forms a key part of our
The last year has shown how quickly To tackle these risks to inclusion, and change,” Lafever-Ayer says. women worldwide experience approach: we can’t create a truly
a range of tactics drawn from “When I joined the firm 30 years physical, coercive or sexual abuse, inclusive culture without it.”
businesses can transform their practices. workplace research can be used ago, I asked about commitment to mostly by an intimate partner.
to help businesses create working progress for women. I knew that “The biggest change is an increasing See the full list of The Times Top 50
Can this newfound flexibility be harnessed cultures where all employees can I was joining a company that was recognition that external factors Employers for Women in partnership
flourish. The BITC report Everyday committed to diversity and I could affect our people in the workplace,” with Business in the Community at
as a force for good, asks Arwa Haider Inclusion: What Really Works? by see our CEO was committed.” Gill says. “We have seen this with thetimes.co.uk/TT50
A GENDER EQUAL FUTURE:
THE TIME IS NOW
MAKE IT A
COMMIT TO BUSINESS
AN INCLUSIVE PRIORITY
CULTURE FOR CONSIDER
EVERYONE, ALL
EVERY DAY WOMEN
8 STEPS FOR
FIND OUT
EMPLOYERS TO
HELP
WHAT THE EVERYBODY
DATA SAYS CARE
TAKE THE EMBRACE
BIAS OUT OF FLEXIBLE
RECRUITMENT WORKING
BE
TRANSPARENT
ABOUT PAY
Become a member and work with our gender experts
bitc.org.uk
Scan to find out more
about Business in
the Community and
the Times Top 50
Employers for Women
You can also read
