We recognise the importance of diversity. We are committed to helping deliver the UN Sustainable Development Goal (SDG 5) that addresses gender equality, and we take huge pride in our globally diverse workforce. As a company we are making sustainable efforts to improve gender balance and female leadership development, engagement and retention across all functions and management levels at RB.
Diversity for RB does not stop at gender. A diverse cultural balance is one of the characteristics of the RB workforce. Two-thirds of our sales and marketing leaders are working outside their home countries, and the vast majority of our senior leadership have international experience. Of the Top 40 managers in the company, 77% are non-UK nationals.
International assignments are part of our way of life and range from the most strategic to the most operational roles. Being immersed in different cultures and ways of working helps our talent to challenge conventional thinking. We are confident that those who consistently succeed in these challenges become global leaders of distinction.
Aim: Double the number of females in senior management positions from a 2016 baseline
In 2015, we launched Project DARE, which aims to Develop, Attract, Retain and Engage talented women. Initiatives include a leadership program developed for middle manager women, mentoring, options for flexible working and a global maternity policy, which sets a minimum standard and makes us one of only a handful of employers with such a policy.
In 2017, DARE events, sponsored by Executive Committee members, attracted both male and female participants, lending further support to the gender diversity drive within RB. Lean In Circles give women an opportunity to ‘lean in’ and support each other, helping to build their networks. We now have 73 global Lean In Circles made up of over 660 members in addition to hundreds of local Lean In Circles within markets.
Unconscious bias and inclusive leadership are a core topic in RB’s leadership development programmes, provided to over 1,500 managers in 2017. There is a continued focus to improve gender balance at all leadership levels, with diverse candidate slates being a prerequisite in our external recruitment and internal leadership succession planning processes.