We know that embracing different perspectives and celebrating diversity makes Sky a great place to work. And it means we foster innovation and make better decisions as a business.
We want our customers to see their world reflected authentically on screen and we want our people to be themselves, value diverse ideas and backgrounds, and deliver the best work of their lives at Sky.
In the UK & Ireland we're concentrating our efforts on three key areas: culture, gender & ethnicity.
Our people and our customers should feel included irrespective of their sex, ethnicity, gender, age, faith, nationality, sexual orientation, socio-economic starting point, whether or not they have an illness or disability, or any other characteristic. We're supporting leaders, managers and employees across the business to build an inclusive culture for all our staff.
We’re working internally to tune our recruitment, policies, processes and working environments to support and promote inclusion at every stage. Six employee-led networks help our people champion inclusion and diversity throughout our business: Women@Sky, LGBT+@Sky, Multiculture@Sky, Parents@Sky, Armed Forces@Sky and Body&Mind@Sky. These thriving networks provide community, peer to peer support and a collective voice so we focus on the things that matter most to our people.
We survey our employees twice a year and compare scores between demographic groups to see if our people are having a shared experience of working here. We slice the data and look at questions that indicate feeling involved, valued and heard for men and women, BAME and white, lesbian/gay/bisexual and heterosexual, disability and no disability, under 44 and over 44. And we take action to create fairness when we identify a gap in the experiences our people are having at work.
We work closely with independent production companies and a number of external organisations, such as the Journalism Diversity Fund and the Creative Diversity Network, to diversify the talent pipeline into Sky and the industry as a whole. Sky supports and endorses industry wide schemes such as BAFTA Elevate which encourages diversity and inclusion throughout the film and television industries.
We're investing more in home grown entertainment content on TV to make sure the lives of people in the UK are reflected on screen, and Sky Sports are proud supporters of Stonewall's Rainbow Laces campaign, combating homophobia, biphobia and transphobia in sport and society more broadly.
In March 2018 we began releasing our annual Gender Pay Gap Reports. In this year's Gender Pay Gap Report we have declared a mean gender pay gap of 11.4%. Like many big organisations we have more men than women in senior, digital and technology roles and this is what is driving our gap. It's by achieving gender parity in these areas that we’ll close our gender pay gap.
We have targets and dedicated programmes to improve gender representation in our senior leadership, Women in Tech and Home Service teams and our Sports and News presentation on screen.
Our internal ‘Women@Sky’ network enables both men and women to connect and share experiences and provides personal development activities for network members. With the input of our parents@Sky network, we’ve also improved our workplaces to better support people juggling home and work responsibilities: we provide a range of on-site services, have improved technology, enhanced paternity/secondary carer leave and have introduced an emergency family care benefit. Combined with our generous maternity and shared parental leave, we've giving parents and carers great choices to balance careers and family. We’re now recognised as one of the Times Top 50 employers for Women.
In some parts of Sky people who identify as BAME are under-represented relative to the general population, so we've introduced targets in our Content, Corporate, Commercial and Operational teams to increase representation. And on screen we have targets to increase BAME representation in entertainment, news and sports.
Our multiculture@sky network and BAME champions are big advocates for celebrating diversity with events, food and highlighting role models. And we’re proactively helping teams to build confidence talking about race by exploring and discussing generally avoided race issues and workplace tensions. These discussions are facilitated by Sky employee sharing their own experiences.
We’re working to meet our targets through developing positive action placement programmes like Sky News Diversity work experience to increase the pipeline of BAME talent and address future skills challenges. We're disrupting unconscious bias in recruitment, secondments and promotion and working with our employee-led multiculture@sky network to identify other barriers to progression at work to remove them. And of course, maintaining our long-term support of the MAMA Youth Project. We’re proud to be listed on the Best Employers for Race 2018.
We know great ideas come from all corners of our business and it’s part of our believe in better spirit to encourage everyone to be involved, and harness ideas for the benefit of our customers and our people.
That spirit comes through in how it feels to work here: our staff engagement levels consistently outperform external benchmarks in the UK and Italy and Sky is one of the LinkedIn 'Top Companies where the UK wants to work now'. We remain committed to building an organisation where all our people can thrive and we expect all our people to work together to create an inclusive working environment.
We aim to create the safest environment for our employees – our field-based teams’ safety culture beats the UK benchmark too. And we encourage and support our peoples' wellbeing, through workplace design and culture, employee benefits and our employee-led networks.
We’re making learning even more accessible too, moving away from instructor-led classroom training towards anytime digital learning available to everyone. We are putting learning into the workflow, so people get access to shorter, more frequent workshops and resources more often. Early results show it’s already helping more of our people at their point of need to learn faster and perform better.
We provide early career opportunities to young people through work experience and internship schemes, with some specifically targeted at people from traditionally under-represented backgrounds. We hope that some of our summer placements will transition into graduate hires.
As well as graduate schemes, we offer apprenticeships and encourage young people to join us for work experience or insight days.