Executive Summary / Introduction
- What policies and processes are in place and how they are encouraging a culture that enables these
- What impact these activities and initiatives are having
Organisations excelled in determining their approach to gender equality and engaging senior leaders and line managers in the process. Many demonstrated integration and accountability for gender equality in their organisation, providing SMART (specific, measurable, attainable, relevant and timely) targets to ensure this was embedded in the organisational culture. Mandatory training and regular support on several subjects were provided from c-suite level to line managers, with clear evidence of feedback loops and ownership.
There were examples of organisations who succeeded in data monitoring and transparency, but responses were not as strong overall. Organisations indicated that they were collecting gender-related data. However, the impact of measurement was less clear, as was how this was intersectional. Intersectionality was often misunderstood, or misinterpreted, and intersectional initiatives to support gender equality were few and far between.
Workplace culture and wider reach of organisations was, similarly, mixed. Successful organisations were able to establish how their policies and procedures were underpinned by their culture. There are lessons to be learnt from organisations who are getting this right but there is a long way to go before this is embedded across all workplaces.
Implementing policies and delivering initiatives are only as successful as the impact they are having in reality. The Times Top 50 question set and scoring criteria determined that when we ask organisations to measure and monitor their impact, we are asking them to understand and evidence the change they are seeking to achieve.
The full version of this report is available to members with a gender equality partnership and applicants to The Times Top 50 Employers for Women 2019. Applicants can email email@example.com to request a free copy. Members with a gender equality partnership can access the document below.