By Nina Bhagwat, Group DEI Director 

Today we are launching our most comprehensive London DEI Plan ever. It’s a reflection on what we have achieved, what we have heard, what we have learnt, as well as what we will focus on for the future.

We hope you will recognise this as a transparent outline of our progress and a way to hold ourselves accountable, not a corporate show and tell. Because while sharing this is vital to create change, our approach to DEI is far more focussed on our people and how we bring many hearts, hands and minds together to create a more inclusive culture internally.

The road to creating this plan has been an act of inclusion in itself and we’ve learnt a lot about ourselves along the way – from forming our inclusion ambition and behaviours in all staff sessions, to focus groups and steering groups on the content to actually creating the copy and design.

This is also for the first time we’ve reported our data. We are reporting our inclusion statistics from our annual BELONG survey and our representation data from our newly-implemented Self ID, voluntary DEI system.

We are committed creating a diverse and inclusive culture and know a huge part of this is sharing data on representation and inclusion. Our BELONG inclusion data shows promising progress, but while we don’t have the full Self ID data picture yet, we have transparently outlined our progress in the Plan. We will be reporting this data annually for accountability and once we have a more complete data set we fully commit to reporting annually on Pay Gaps.