5/5
Action
Our commitment
City & Guilds is committed to improving diversity & inclusion within the way we work, and in how we deliver our purpose; to help people and organisations develop the skills they need for growth.
We are actively pursuing, implementing and reviewing working practices that enable a diverse and inclusive business strategy and working environment that are truly representative and supportive of our colleagues, customers and communities.
Our targets
- Improve our ethnicity data disclosure rate by at least 5pp per year to 2025.
- Agree disaggregated targets to reduce pay gaps by 1pp per year to 2025.
- Select 1.5x more eligible black employees and employees of mixed ethnicity for management and leadership development programmes than eligible white employees per year to 2025.
- Improve diverse hiring practices for all roles, including for senior positions (all roles recruited in FY22 at Head of Function level or above to be shared with diverse agencies and recruited using diverse selection panels; positive action to be applied to candidate attraction).
- Increase ethnic minority representation in roles attracting sales incentive bonuses.
- Develop a career choice framework that supports and enables ethnic minority employees (specifically those of black and black/mixed ethnicities) to progress their careers. Specific considerations will be made to support development of equity and readiness, enabling success in role (approach scoped, designed with support from colleagues of colour and agreed by July 2022, ahead of performance/priorities year 2022/23).
- Identify and eliminate any controllable factors influencing variance in progression rates.
- Conduct UK equal pay audit within CGLI elements of organisation in May 2022.
- Conduct equal pay audit including all UK employees within scope following implementation of new Career Choice Framework.