Diversity & Inclusion

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Our ambition is a diverse, skilled and healthy workforce that actively volunteers in communities, with business setting public targets on diversity, fair pay, productivity and wellbeing.
The day is divided into two session, with Business in the Community (BITC) Gender Champions meeting in the morning and the Race Champions meeting in the afternoon.
Stanley’s employer, the Financial Services Compensation Scheme (FSCS), took a conscious decision to create a workplace where people of all ages can thrive, and teams which benefit from the skills and expertise of people from different generations working together.
This toolkit provides a practical resource to support you as you seek to retain more of your ageing workforce through offering staff a mid-life MOT, offering you a range of options, drawn from pilots and best practice from the most forward-thinking companies, to help you implement a mid-life MOT in your business.
This toolkit provides a practical resource to support you as you seek to retain more of your ageing workforce through offering staff a mid-life MOT, offering you a range of options, drawn from pilots and best practice from the most forward-thinking companies, to help you implement a mid-life MOT in your business.
Following the second year of mandatory gender pay gap reporting in the UK, it is clear more needs to be done to ensure the gap is properly addressed.
Gender pay gap reporting alone is not enough and should include a clear narrative and action plan with time-bound targets. Action plans need to be communicated transparently internally and externally.
Comparing the findings between the 2015 Race at Work Survey results and the position now in 2018.