We are continuing to explore ways of creating a more inclusive culture as we move into 2016. One example is tackling unconscious bias in the workplace.
Research has found that unconscious bias can heavily influence people’s decisions. Studies show that some managers may act on these biases in favour of male candidates, and that this can make them less likely to hire women and invest in their development.
In 2016, we will address this issue by incorporating unconscious bias training into our talent and succession planning processes, including at the Market Coordination Committee level.
Other areas of focus include:
• Ensuring that gender balance is reflected in the way we communicate and do business.
• Raising awareness of gender balance issues such as unconscious bias beyond the senior leadership team, and firmly embedding it into all of our practices.
• Continuing to support people to make effective use of flexible working policies.
• Applying a gender focus to our approach to careers and development, ensuring we have balanced succession plans for our key positions and that we retain talented women in our business.
• Continuing to have a fair, gender balanced approach to reward and recognition.
• Ongoing support for our Lean In networks.
• Attracting and selecting more talented women into our business.