We are committed to helping deliver the UN Sustainable Development Goal (SDG 5) that addresses gender equality both internally at RB and externally through the lives we touch. We want everyone to have equal opportunities in the workplace because we believe it is in society’s interest. As a result, improving gender balance and developing female leadership, engagement and retention are key focus areas for all functions and management levels across RB.
However, diversity is not only about gender. We operate within a corporate diversity and inclusion policy framework and are committed to equality of opportunity in all areas of employment and business regardless of personal characteristics including, but not limited to, gender, race, nationality, age, disability, sexual orientation or religion.
We are committed to providing a workplace environment where everyone has an equal opportunity to perform at the highest levels and realise their potential. This applies to all aspects of our employment policies and practices.
All our colleagues understand their personal responsibility for ensuring that diversity policies and programmes are actively pursued, implemented and maintained.
You can read more about our approach to diversity and equal opportunity, how we are targeting improving gender balance, developing female leadership and fostering a diverse workforce in our ‘Diversity and inclusion’ Insight.
We have a broad approach to diversity. It's not only about gender diversity but also diversity of culture, diversity of thinking and how we make sure that we are an organisation that's really open to diversity and inclusion on a more holistic basis.Gurveen Singh, Chief Human Resources Officer
For a progressive company, it is hugely important to make sure we promote gender diversity. We want to be a better company, one that creates better lives in health and hygiene, and we cannot do that without having the right talent and the right diversity at very senior levels of the organisationRakesh Kapoor, Chief Executive Officer
In 2015, we launched Project DARE, which aims to Develop, Attract, Retain and Engage talented women. DARE positively supports work-life balance, dual careers and international mobility. We have implemented several solutions to help us retain female talent, such as a global maternity leave policy, spouse and dual career support for international moves, tailored leadership development programmes and a mentoring programme.
In 2019, DARE will continue to focus on improving gender balance at all leadership levels and developing and growing a sustainable and vibrant female leadership cadre.
You can read more about DARE, and about our broader approach to diversity and equal opportunity in our ‘Diversity and inclusion’ Insight.
The Accelerate programme was designed to enable women at manager levels to reflect on their current leadership style, build self-awareness and confidence and proactively develop their own careers.
Over 120 women have been through the Accelerate programme to date and the feedback has been extremely positive.
In 2019, we are extending the Accelerate programme to include female middle managers and senior leaders and will also be piloting a mixed gender group.
DARE events, sponsored by Executive Committee members, attract both male and female participants, lending further support to the gender diversity drive within RB. In November 2018, RB ran the #HeDaresSheDares campaign to inspire all colleagues to share their stories on how they’ve broken gender stereotypes or helped support women to make progress. The objective was to engage both genders in a dialogue to build a more inclusive workplace, recognising that to make real progress on gender parity and create a truly inclusive culture, companies need the support of both men and women at every level of their organisation.
Inspired by the UN #HeforShe campaign, RB has embraced the movement to create a conversation around inclusion and gender parity. #HeDaresSheDares involved participants posting a video on LinkedIn and ‘tagging’ colleagues to do the same, allowing the positive message to spread worldwide in the same viral way that the Ice Bucket Challenge did in 2014.
#HeDaresSheDares dominated LinkedIn for the week with over 326 RB stories being shared. Over 1,500 employees were tagged and our CEO’s post had over 49,000 views.