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The positive actions we are taking


We have a comprehensive plan to support local schools, colleges and nationwide universities, to help young people understand more about courses in STEM and to promote our female role models.


We intend to maintain our focus of using our branding and media to appeal to as diverse an audience as possible. Our business is focused on hiring the best people for the job and we will always ensure our recruitment processes are fair and free from bias by taking steps to safeguard gender equality throughout recruitment at all grades. Our objective is to ensure that our interview shortlists are gender balanced.


We encourage all of our employees to develop, learn and grow through a range of training and other learning opportunities. We provide a range of leadership development opportunities for all our managers through our “new leader passport” programme. In 2017 / 2018, 11 women (35 per cent of delegates) went through elements of this programme. For 2018/19, we are working with a Wales-based gender equality charity, Chwarae Tag, on the Fairplay employer programme and women’s development programme, with the aim of becoming a recognised ‘Fairplay employer’.


Recent research has shown that flexible working has not increased in the UK since 2010*. Whilst all of our employees have the opportunity to work a compressed fortnight (compressing hours over a nine-day period, taking every second Friday off), the take up of other options remains low. Just under seven per cent of our employees work reduced hours and 40 per cent of these are men. We want to be able to address the challenges of the changing world in which we operate and believe that flexible working can help us achieve this in all its forms. As part of our overall inclusion and diversity plan, through our various communication channels, we intend to use employee stories to highlight and promote flexible working, in particular those options that remain less popular.