The Equality Act 2010 protects against direct and indirect discrimination, harassment and victimisation in work and education. Diversity targets are an effective way for companies to track the diversity of their employees and ensure they are being inclusive and not discriminative. Below are some examples of diversity goals that companies have going into the new year.
National Audit Office launched their new Diversity & Inclusion Strategy (D&I Strategy) in June 2021, which is supported by targeted action plans on race, disability and social mobility. The D&I Strategy sets ambitious targets for them to achieve by 2025, in keeping with their aim of becoming an exemplar employer. NAO aims to have diverse talent at all levels and a talent pipeline that embraces people from any background and there be no pay gap associated with gender or ethnicity. They also hope to have a gender pay gap of 6% in 2023 and the BAME pay gap of 11%.
Lloyds Banking Group is guided in how they do things by having a clear set of values. A key part of how they seek to live and breathe these values is to strive to create a fully inclusive environment for all our colleagues, customers and communities. One that is truly representative of modern-day Britain. Their current aims are to have 50% women in senior roles by 2025 and 13% Black, Asian and Ethnic minority colleagues in senior roles by 2025. Their aspiration is also that everyone feels like they can be themselves.
Met Police have set themselves the aim of working with the LGBT+ staff support association to extend access to the Career Development Service for LGBT+ colleagues. In addition, to increase the proportion of Black constables who are successful in sergeant promotion processes, they will implement the Inspiring Leadership Programme, which will support Black constables in their progression to the rank of sergeant.
Furthermore, to increase the proportion of sergeants and inspectors who are female and/or from minority ethnic groups who are successful in promotion processes, they will implement the ‘Lead On’ (Leading for London) Programme, which will support them to progress in their careers. They will also be establishing the Culture and Inclusion taskforce across all BCUs to understand, evaluate and ultimately influence culture across the Met as part of their focus on their staff’s end-to-end experience of being in the Met.
From 2021, Met Police have been aiming for 30% of all new recruits to be from ethnic minority backgrounds (excluding White minorities) and 40% be women. In 2022, these aspirations rose to 40% and 50%. Whilst their aspirations have not yet been met, they have made positive progress against a challenging recruiting contract with 23% of new recruits this year being from minority backgrounds. All this work will continue in 2022-23 as they want people to stay and feel they belong to their organisation.
At Capco, they believe that continuing to strive for a genuinely diverse and inclusive working environment is the right thing to do for our employees, our clients, and our communities. Capco also has set themselves targets to better the diversity in the company. Firstly, they aim to have at least 1/3 of all new Capco leaders be women by 2025 and to have 50% of Capco associates be women. They are also planning to have 30% of the UK employees be BAME by 2025.
By 2026, Jaguar Land Rover plans to have at least 30% of all senior leadership positions held by females globally and at all levels of their business. They also have the goal of having at least 15% of all senior leadership positions held by those from Black, Asian, and minority ethnic backgrounds in the UK, at all levels of their business.
The Jaguar Land Rover Inclusion Index measures the percentage of people who would recommend Jaguar Land Rover as an inclusive employer, in which they are aiming to achieve a score of >80%. They will be continuing to measure this progress on a number of other metrics as part of their regular employee surveys.
At Experian, they champion different experiences, embrace diverse perspectives and value unique contributions. As of 2022, they already have 44% of their total workforce being held by women, 33% as senior leaders and 36% as mid-level leaders. However, their aims by 2023 are to have 46% of its total workforce be held by women, 33% senior leaders and 40% be mid-level leaders. If achieved, these goals will make the total workforce almost gender balanced.
At Capgemini, they believe women are key to shaping the future of the digital economy and therefore have launched an ambitious program focused on promoting the career development of women at all levels of their organisation. They have committed to having women make up 40% of their workforce by the end of 2025, with 30% female representation on their executive leadership teams. Currently, 30% of vice president-level promotions and new hires are women.
M&G’s ambition is to create an exceptional place to work, with a fully diverse and inclusive culture. They know increasing female representation in senior roles is key to closing their gender pay gap and so they have set themselves a target of achieving women in 40% of leadership roles by 2025. They also aim to have 20% ethnic diversity in senior leadership by 2025.
As of 2022, people with disabilities now represent 6.2% of Facebook’s US workforce, up from 4.7% in 2021 and members of the LGBTQ+ community make up 10.0%. The total amount of underrepresented people currently make up 46.7% of our global workforce, up from 45.6% in 2021. By 2024, Facebook’s goal is to have at least 50% of their workforce comprised of women globally.
Google have made meaningful progress on their racial equity commitments. By 2025 they aim to improve leadership representation of underrepresented groups in the U.S and double the number of Black+ Googlers in non-leadership roles. They also plan to continue to expand their efforts to help every Googler feel a strong sense of belonging at work and in the world. These efforts will be tailored to regions and communities because they know equity won’t be achieved with a one-size-fits-all approach.
Find out more about employers who are working to create more diverse workplaces.