Nurture an engaged workforce that represents the diversity of our customers and communities.
This goal is about taking a more holistic approach to inclusion. Looking beyond gender will help us address disability, gender and sexual orientation in the workplace.
We want to attract and retain a workforce that’s as diverse as our customers and communities. It's a simple goal but a stretching one for a national engineering business like Virgin Media. While things are changing fast we’re in an industry that’s often perceived as fairly traditional. Attracting and retaining a wider range of perspectives and skills will drive innovation and enable us to access a huge range of talent. It will also help us to create better connections with the communities we serve and improve employee engagement.
Here are our performance highlights for 2016, the second year of our 2020 More inclusive goal. If you are looking for information on what we’re focusing on for the remaining four years of the goal, take a look at our Goals roadmap.
Performance against our goal sub targets in 2016
2016 target - Progress towards increasing the percentage of A-C women (senior leaders) to 40% (by 2018).
How we did – The percentage of A-C women (senior leaders) did not change between 2015 and 2016, remaining at 32%. While we saw a decrease in attrition and an increase in promotion of females in senior positions, we did not to recruit more females into new roles. We are putting solutions in place to tackle this in 2017, including providing inclusion training for our resourcing teams and line managers. This training focuses on inclusive behaviours and unconscious bias.
2016 target – Collect employee disability data to better understand requirements.
How we did – To understand employee disability within the company we launched a survey during National Inclusion Week to which we received responses from 10% of our employees.
Recruiting for diversity
2016 target - Start implementation of pilot programmes to proactively recruit for diversity.
How we did – We delayed our inclusive recruitment training to 2017 due to organisational changes. We have put in place a policy to attract candidates from the widest talent pool to increase diversity on our shortlists, including an ambition of one female in every three candidates.
2016 target - Launch a set of 2020 sub targets for diversity.
How we did – This target was not achieved. We are reviewing our inclusion strategy to ensure we have investment and resources focused on a set of diversity targets where we can have the biggest impact. An update will be published later in 2017.