DARE to address the Gender balance

Transcription

1 February 2019 DARE to address the Gender balance Sara Holton Group Head of Talent & Leadership Development

2 Who we are: RB at a glance 2

3 Who we are: RB at a glance FTSE 20 company headquartered in UK 190+ countries our products are sold in 40,000+ employees 50+ production facilities worldwide 25 million+ products sold daily billion net revenue in

4 Our vision is a world where people are healthier and live better. Our purpose is to make a difference by giving people innovative solutions for healthier lives and happier homes. Our two business units are driven by their visions for a healthier and cleaner world. Health We will deliver innovative solutions to put health in your hands Hygiene Home We will create a cleaner world by bringing our innovative solutions to 1 billion homes.

5 Responsibility is at the heart of our culture Partnership Ownership RESPONSIBILITY Achievement Entrepreneurship 5

6 UK is making headlines 6

7 And gender balance remains a hot debate 7

8 UK Government has taken many steps to address gender balance

9 The results need to be published by legal entity (over 250) on the Government website and company websites. UK Gender Pay reporting 2018 Under the Gender Pay Gap Reporting regulations companies with more than 250 employees are required to publish: 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 No requirement to produce narrative around the data, although many companies do in their gender pay reports. Only 3/10 include details of their gender balance action plans (ie: their pipelines) Full compliance in 2018 (c.10,500 employers), although 14% late responses 9

10 UK Gender Pay reporting RB 2017 As 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%. Median 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. vs. UK average of 18.4% 0.1% Mean Our approach to pay is gender neutral by design vs. UK average of 17.4% 12.8% 10

11 We believe a diverse business is a better business 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). 11

12 RB DAREs Our DARE initiative to Develop, Attract, Retain and Engage talented women positively supports work-life balance, dual careers and International mobility. 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. Leadership development programme Maternity webinars Lean-in circles LiveyouRBest work-life balance programme 200+ DARE ambassadors Enhanced global maternity, paternity and agile working policies and increased support for international transfers. All RB senior leadership have diversity targets in their annual objectives which link to reward. New parents Mentoring network Unconscious bias training 12

13 We are trending in right direction but still have lots to do 28% women in RB UK senior management in % of graduates joining RB UK in 2017 were women 45% of RB UK middle management in 2017 were women Retaining female talent at RB UK 87%

14