Royal Mail - champion of gender equality

Royal Mail Group is a key component of the UK’s economic and social infrastructure, providing services to private individuals, companies and communities. This is achieved by processing and delivering letters and parcels in line with its universal service obligation. It is also the leading provider of collection and delivery services for express parcels through Parcelforce Worldwide. Royal Mail Group employs over 150,000 people in the UK which equates to 0.6 % of the UK’s working population.

 

 

It is widely recognised that businesses with a diverse workforce are likely to attract a wider customer base, and have the ability to recognise new potential markets and to provide a better, more tailored service. Women represent around 16 per cent of Royal Mail Group’s total workforce and 20 per cent of Manager roles and so ways to increase this proportion are continually being looked at.  

The Organisation’s gender strategy is developed and overseen by the Women's Steering Group led by an Corporate Executive Committee Member. Initiatives include:

  • Senior Female Network co-led by the CEO which aims to increase the diversity of the senior management community by greater insight and exposure. Following the success of this network, women's networks are being rolled out across Royal Mail Group. 
  • A one to one mentor scheme which currently has over 90 paired Managers aims to unlock the potential of upcoming female employees and help them progress in their careers.
  • The Springboard Development programme has been running since 2005 offering non-management grade female employees a series of confidence-boosting Workshops. Over 700 women have participated in more than 50 programmes. Going forward a further 12 Female Managers will be trained as Springboard facilitators with the aim of 1000 employees attending the programme over a 12 month programme
  • Gender diversity is a key priority for Royal Mail Group’s resourcing strategy.  The organisation is continually reviewing its attraction strategies to ensure a broad range of sourcing options, including female-focused channels.  Royal Mail has also commissioned a review of gender diversity at all stages through the recruitment process, to ensure the process is free from bias and their messaging is ‘female friendly’. An unconscious bias e-learning tool is being developed for all assessors.
  • Accredited coaches offer support for employees in their development. A formal coach allocation process is used to ensure participants are effectively matched.

Although small, the representation of female Managers has increased 8% since 2004 particularly senior managers (+11%).
 

Read more at the Royal Mail website