At Charles Taylor, our aim is to support all our people to be as successful as they can be for our clients and customers, for each other and for themselves.
With this in mind, we’re serious about our commitment to closing the gender pay gap. We are in a strong position to make this happen: 80% of our people already agree that the leadership team encourages and supports diversity and inclusion. And, over the last year, and in spite of the challenges brought about by Covid-19, we’ve continued to drive diversity and inclusion right across our recruitment, staff development and engagement agendas. Here’s how:
- We’re striving to make the top quartile of our staff 30% female by 2025.
- 100% of those joining our technology graduate programme in 2020 were female.
- 25% of participants in our all-female high-potential programme have been promoted since 2019.
- We’ve partnered with our women’s network to understand their experiences of being a Charles Taylor employee, and to learn from them so that we can make positive changes.
We know we can do more to attract, develop and retain the best staff. So, in 2021 and beyond we plan to:
- Continue to provide all our staff with more flexibility, permanently.
- Recruit more females into the business.
- Listen to colleagues in our women’s network.
- Ask for regular feedback from employees so that we can continue to monitor the success of our strategies.
- Equip our people with the tools to challenge behaviour that undermines our commitment to diversity and inclusion.
- Celebrate different cultures and perspectives so that we create an inclusive environment.
- Engage with diversity and inclusion organisations such as Working Families in an effort to learn from and support the causes that are close to our Values.
How our people feel about Charles Taylor is important to us and making tangible improvements to working life is the key to our success.
Group Chief Executive Officer