AUTUMN 2019 | OUR CULTURE STORY 29
BE YOURSELF CHAPTER ELEVEN
X X Seen our proportion of female partner promotes increase: 38% of our people promoted to partner this year were female. X X Improved our Gender Pay Gap, now at 16.7% mean and in line with industry averages. X X Started the next cohort of senior women taking part in the 30% Club’s mentoring programme. In the past five years, more than 85 of our senior women have taken part – and we’ll have a record-breaking 30 people taking part this coming year! X X Discussed gender balance and our Gender Pay Gap data directly with each Leader across the firm. X X Re-checked our Early In Careers advertising to ensure it is accessible to any gender and implemented ‘inclusive recruitment’ training guides for people running interviews. X X Requested that our recruitment agencies and headhunters work with us to look at how we can comply with the Davies report recommendations of having 30% of shortlists comprised of women. X X Sponsored One Loud Voice, an organisation campaigning for gender equality. X X Supported a number of people through their first Shared Parental Leave experience. X X And revised and re-promoted all our ‘Life Event’ policies. We know we’re already doing a lot of the right things – they just take time to become sustainable, long-term fixes. It won’t happen overnight but, with the support of our people, we know we can make sure our future statistics reflect our current ambition. To keep our balance, we must keep moving – today, tomorrow and for as long as it takes to remove barriers to equality.
OUR GENDER PAY GAP ANALYSIS We have been working to make senior roles more attractive to women – and our ratios improve each year. However, we want – and need – to do more. Gender diversity – in fact all diversity – creates a stronger, sustainable and valuable business, so we need to keep working at creating an environment which is desirable to all our people. The key message for us is that it’s not about a gap, it’s about a balance. Our BE INSPIRED graphic helps us to directly tackle some of the associated challenges. And we’re starting to see a shift in the right direction. In the last 12 months, the difference in mean hourly rate of pay has decreased and is now at 16.7%. The difference in median hourly rate of pay has also decreased and is now at 17.3%. These are in line with industry averages – and we’ll keep working at these. Our detailed Gender Pay Gap reports for both employees and partners are available on www.bdo. co.uk.
It’s been a busy 12 months, where we’ve: X X Signed up to HM Treasury’s Women In Finance Charter, a pledge for gender balance across financial services. This is a commitment by HM Treasury and signatory firms to work together to build a more balanced and fair industry. We signed up with a target of achieving 20% female partners by July 2021. X X Increased the number of female partners
to 17%. Our wider management is 25% female and our entire BDO UK population is 49% female.
POWER UP BDO named Employee Network of the Year at the City Wealth PowerWomen Awards 2019.
chapter eleven
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