Closing the gender pay gap at Virgin Media

Gpgr

 

At Virgin Media, we are committed to addressing gender representation in our workplace. We believe in creating job opportunities for everyone regardless of gender.

We want a diverse and gender balanced workforce, one that reflects the customers, and communities we serve.

Our gender balance at present is 29% women and 71% male.

In order to reduce gender imbalance, there needs to be a renewed focus on gender equality. Our aim is to create an evenly gender balanced workforce by identifying and introducing smarter ways to attract, retain and develop female employees.

We will tackle the gender pay gap through insight, analysis and robust inclusion plans that will be delivered across the organisation. 

We have enforced three key pillars, which will provide the foundations for our longer-term inclusion strategy: 

  1. Attract and nurture the widest possible talent pool
  2. Equip and empower our leaders to own and drive inclusion
  3. Make inclusion a normal part of who we are and what we do.

Our long-term goal is to achieve 50/50 gender parity by 2025.

In order to achieve this gender parity our people leaders need to understand the issues that may prevent greater female representation.

We want our leaders to make outstanding decisions at Virgin Media and to do this they need to be open to diverse views and make judgments that are free from bias and stereotyping.  This is why we are embedding inclusive leadership behaviours in a new framework and bringing them to life through training in areas like cultural awareness and unconscious bias. 

We will implement a one in three female shortlist requirement for all recruitment going forward to provide a healthier balance in order to recruit the best and we will train our hiring managers to look for and nurture diverse talent. We will also bring women together through the Balanced Network and Everywoman portal to support career development.

Read the full report here.