Diversity, equity, and inclusion (D,E&I) has climbed up the agenda of organizations and not a moment too soon. A study by Slack noted that offices would become increasingly white-male dominated post-pandemic.
Additionally, the ‘Great Resignation‘ has seen minorities leave work at a staggering scale.
The newly merged telecommunications giant Virgin Media O2 has now revealed its strategy for D,E&I up to 2027, and there are some progressive policies that will provide food for thought for businesses also attempting to improve their workplaces.
D,E&I changes within Virgin Media O2
Virgin Media O2 has outlined four key ambitions. This includes a commitment to equal representation of women and men in the company’s senior leadership team.
Additionally, the company wants to drive forward progress for gender parity, including all gender identities across the organization.
Statistically, the company wants 15% of its leadership team to be from minority ethnic groups and 25% of its wider organization to also come from minority groups.
To support these changes 1,000 employees have been tasked with driving accountability and enacting change. The company has also committed to regularly reviewing its progress.
In an effort to improve equity, the company is committing to training through the Equity Sequence, which is designed to ensure all voices are heard when it comes to training policies.
To hit the ground running with better D,E&I, Virgin Media O2 is making some instant changes. This includes encouraging employees to share, confidentially, more diversity information so it can understand and then tackle potential barriers in its hiring, promotion, and retention practices.
Part of this effort requires listening, and the company has committed to working with networks that represent a wide range of minority groups, to start making positive change. Of course, to encourage employees to feel comfortable, Virgin Media O2 is committing to creating psychologically safe spaces for discussion.
On top of that, the company is committing to fund gender transition treatment for its transgender and non-binary staff. This will encompass medical care and support.
Speaking about these policies, Philipp Wohland, chief people officer at Virgin Media O2, said: “Virgin Media O2’s purpose is to upgrade the UK; that’s not just through our leading products and services, it’s also by the type of company we want to be and the role we play in society.
“We’re taking a step-change in our approach to creating a more inclusive and equitable company – both for our employees and customers, where we truly represent the diverse communities we serve.
“Virgin Media O2 is a great place to work and we’re committed to creating a culture where everyone has the opportunity to thrive.”