We’re on a longstanding mission to drive gender equality in our workplace and have a number of programmes, partnerships, and policies in place to support women within the company and to help break down any barriers to their recruitment, retention and development.
In the UK, we achieved 50/50 gender balance in managerial roles in 2017 and we achieved this globally in 2020. However, we know that we need to do more to improve representation at other levels of our business, especially in our senior and leadership roles, and in specific areas where we know men have traditionally held more roles such as finance and STEM (Science, Technology, Engineering and Mathematics) roles.
Here’s a few ways we’re working towards better gender equality:
- Working with leading institutions we provide advanced leadership training to our senior female executives
- For all senior appointments, when considering succession, we insist on a gender balanced list of candidates which includes at least one female and one male candidate, as part of our efforts to improve representation at senior level
- We continue to boost investment in our outreach programmes, encouraging more young students to consider careers in STEM
- We’ve launched annual parental webcasts which provide support to employees balancing work life and being a parent, helping them to do this with confidence
Gender Pay Report
In line with government legislation which requires all companies with 250 employees or more to publish a range of gender pay statistics, we will publish our Gender Pay Report for Unilever in the UK each year.
As well as outlining our results for the total UK workforce, these set out our future diversity and inclusion plans for gender.