Our diversity and inclusion strategy
Inclusion and diversity is really important for us at BT. It’s about making sure that we:
- work in an inclusive way
- value the benefits that difference can bring
- actively seek out difference and diversity across the business
Being a diverse, inclusive and brilliant place to work, is top of our agenda. And we’re being recognised for it. Last year, we were included in The Times’ Top 50 Employers for Women, Top Employers for Race and in the VERCIDA Top 10 LGBT Employers of 2017.
There are many benefits to ensuring that we foster a culture of inclusivity and diversity
As a diverse business, we ensure that we:
- Understand our customers better
Research has found the more inclusive and diverse an organisation is, the better they’re able to serve a broad customer base.
- Keep up our reputation for innovation
Again, external research shows that inclusion and diversity drives greater innovation, which fits well with our culture of developing ideas.
- Unlock the power of our people
Having a mix of people empowers our teams to be authentic and balanced, so they achieve more. And it helps us attract the best people from different sources.
But we can only achieve all this if we create an environment of inclusion
An environment where everyone who has the ability and mind-set to succeed can succeed, regardless of age, race, religion, sexuality, background, gender or any other difference.
What does the inclusion and diversity strategy look like?
We’ve split our strategy in to four areas:
In practice, this means we:
- Make sure BT is fair and equal for all the people that work here
No matter what their background. We operate within a clear legal framework – but more than that, we focus on eliminating any potential bias that might exist in the way we do things.
- Work to make sure BT is inclusive
People should be able to progress, no matter their background or working pattern. We want everyone to feel able to be themselves, and the best they can be.
- Put the right policies, processes and programmes in place
All these things need to support us in growing our workforce wherever we have gaps – both in terms of people’s backgrounds and the different type of thinking they can bring.
We published our first gender pay gap report in 2017.
This outlines the reasons for our overall median gender pay gap of 5.2% and the plans we have in place to continue to drive diversity at every level of our business.
Diversity on BT Sport
Ofcom produces an annual report on the diversity make-up of the broadcast industry. As part of our broadcast licence obligations, we submit diversity data to Ofcom for all employees with roles directly related to broadcasting.
At BT Sport we run an Apprenticeship scheme in conjunction with Skillset, which is an 18-month programme. This is a paid apprenticeship scheme aimed at 18-24 year olds, particularly targeted to those living within the Olympic boroughs (Newham, Hackney, Tower Hamlets, Waltham Forest and Greenwich) in order to better reflect the local community and promote employment opportunities to those from differing social, economic and ethnic backgrounds. From our first intake (completed in summer 2017), all six apprentices have gained full-time employment and have been promoted within roles at BT Sport. Our second intake of six apprentices joined in September 2017.