OUR CULTURE STORY | AUTUMN 2019 28
BE YOURSELF CHAPTER ELEVEN
BE INSPIREDONGENDER BALANCE WendyWalton , Global Head of Private Client Services, Leadership Team member and working her way through a ’50 things to do at 50’ list It’s a fact. Whether you find it a frustrating, unbelievable or pivotal one, it’s a fact: at current rates of progress, it may take another 216 years to close the economic gender gap globally (source World Economic Forum). Gender diversity – in fact all diversity – creates a stronger, sustainable and valuable business, so we need to keep working to create an environment desirable to all our people. Like any valued corporate citizen, that’s the challenge we’ve been looking at within our ‘Be Yourself’ strategy: how do we attract more females into the profession, and how do we keep them here at BDO? Our results are consistent with our peers but we need, and want, to do better. Our BE INSPIRED graphic summarises a detailed programme of local and national activity led by the Leadership Team, our U Board, BDO INSPIRE (our women’s network) and a group of passionate people, with the aim of ensuring there are no barriers preventing our talented people from succeeding.
X X Be Yourself – there should be no barriers to advancement and achieving your potential X X There are role models – it can be done
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BELIEF
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X X Open, regular and inspiring communications
EDUCATE
X X ‘Be Yourself’ training X X Tone at the top
INCLUSIVE LEADERSHIP
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X X Internal networks: BDO Inspire (our gender balance network); NorthWest Inclusion; NorthWest Gender Group X X External memberships: Lord Mayor’s Power of Diversity
NETWORK & COMMUNITIES
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Series, Business in the Community Gender Equality, SWIFT, 30% Club, Women Working In International Development Group
X X Support through mentoring: partners, firm-wide, 30% club X X Support through counselling managers X X Sponsorship programme for future partners
SUPPORT & SPONSORSHIP
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X X Revision of our ‘Life Event’ policies X X NewWellbeing programme X X Regular promotion of success stories
POLICIES & PROGRAMMES
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X X Investigate if new external initiatives are right for our people: Women in Finance Charter, ‘women in the workplace’ awards X X Greater insights into our people (Inclusion Survey) X X Our firm-wide Adviser of the Future programme X X Horizon scanning X X Regular analysis of our recruitment, application, interview and induction process to keep removing any potential bias, including Inclusive recruitment guidance X X School outreach within Social Mobility Programme X X Retention of our people via support, sponsorship and career development planning X X Introduce ‘champions of change’ to work with female partners X X Inspiring stories with a link to our ‘Be Yourself’ priority X X Leverage network of champions and U Leaders. Let’s make progress together!
INVESTIGATE, INNOVATE & INSIGHT
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RECRUITMENT & RETENTION
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EXCITE
X X A clear development plan linked to our ‘Achieving My Potential’ framework
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DEVELOPMENT
chapter eleven
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