dare to address the gender balance - global summit of women · uk gender pay reporting –rb 2017...
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Sara HoltonGroup Head of Talent & Leadership Development
DARE to address the Gender balance
February 2019
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Who we are:
RBat a glance
Who we are:
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RBat a glance
FTSE 20company
headquartered in UK
50+production facilities
worldwide
190+countries our
products are sold in
25 million+products sold daily
40,000+employees
£12.59 billionnet revenue
in 2018
Our two business units are driven by their visions for a healthier and cleaner world.
HealthWe will deliver innovative solutions to put health in your hands
Hygiene HomeWe will create a cleaner world by bringing our innovative solutions to 1 billion homes.
Our visionis a world wherepeople are healthier and live better.
Our purposeis to make a difference by giving people innovativesolutions for healthier lives and happier homes.
Responsibility is at the heart of our culture
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Achievement
Partnership
Entrepreneurship
Ownership
RESPONSIBILITY
UK is making headlines…
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And gender balance remains a hot debate…
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UK Government has taken many steps to address gender balance
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2015 2016 2017 2018
UK Gender Pay reporting – 2018
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Under the Gender Pay Gap Reporting regulations companies with more than 250 employees are required to publish:
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Mean and median ‘pay’ gap
Mean and median ‘bonus’ gap
Proportion of men and women receiving ‘bonus’
Number of men and women by ‘pay’ quartile
The results need to be published by legal entity (over 250) on the Government website and company websites.
No requirement to produce narrative around the data, although many companies do in their gender pay reports.
Only
3/10include details of their gender balance action plans (ie: their pipelines)
Full compliance in 2018(c.10,500 employers), although
14%late responses
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Mean
vs. UK average of 17.4%
Median
vs. UK average of 18.4%
Our approach to pay is gender neutral by
design
0.1%
12.8%
UK Gender Pay reporting – RB 2017As of 5th April 2017, RB had a median gender pay gap in the UK of 0.1%, lower than the UK national average of 18.4%.
In the spirit of transparency, we included the overall gender pay picture for all RB employees in the UK, even if employed by an entity we are not required to report on.
We believe a diverse business is a better business
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The best ideas come from a variety of perspectives and backgrounds. It’s how RB innovates and it’s integral to RB’s culture and values.
Improving our gender balance in the UK is a strategic imperative for RB. It starts with our hiring policies through to our leadership development and succession planning.
In the UK, RB employs 78 different nationalities (121 globally).
RB DAREs
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Our DARE initiative to Develop, Attract, Retain and Engage talented women positively supports work-life balance, dual careers and International mobility.
Enhanced global maternity, paternity and agile working policies and increased support for international transfers.
Introduced tailored leadership development programmes for female managers and a mentoring programme covers more than 60% of senior female leaders and many female middle managers.
All RB senior leadership have diversity targets in their annual objectives which link to reward.
Unconscious bias training
New parents Mentoring
network
Leadership development programme
Lean-in circles
200+ DARE ambassadors
Maternity webinars
LiveyouRBestwork-lifebalance
programme
We are trending in right direction but still have lots to do
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28%women in RB UK
senior management in 2017
55% of graduates joining RB UK in 2017 were
women
45% of RB UK middle
management in 2017 were women
Retainingfemale talent at
RB UK 87% 2017
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