Diversity and Inclusion

Our people reflect the diversity of the communities in which we live and work, and the customers we serve. The things which make us different are accepted, valued and celebrated. And it’s not only our people who recognise this: we are featured in The Times Top 50 Employers for Women and are recognised as a Disability Confident Employer.

Everyone working for Post Office has a responsibility to:

  • Always promote a professional and positive work environment and be a role model
  • Promote a culture of inclusivity where differences are accepted, valued and celebrated
  • Inform their line manager of any instances of apparent discrimination or any perceived problem in relation to employment or to the provision of products and services
  • Comply with, and promote, Post Office Ltd policy and procedures with regard to diversity and inclusion

We want to celebrate the diversity of our workforce and the communities we serve. That means embracing diversity and creating policies which actively promote working without discrimination.

Key offerings: 

     

Flexible working practices

We value flexibility within our workforce and recognise the importance of helping employees to balance work and personal life where possible.

Policies and guidance

We support our people with policies and guidance around menopause, maternity and transitioning, dignity at work and several more. We are currently working on a domestic abuse policy.

Diversity and Inclusion courses

We offer a range of diversity and inclusion training which we encourage all colleagues to take part in such as unconscious bias, uncomfortable conversation and LGBTQI awareness training.

Internal diversity events throughout the year

We have hosted a range of internal events such as Diversity Day, International Women’s Day, Women In Leadership Events and we often bring in external speakers to share expertise. We have these throughout the year.

Diversity and Inclusion newsletter

We produce a bimonthly newsletter which is used to inform the business what we are doing in this area. Additionally, we provide materials that help with educating and progressing our knowledge in D&I.

Post Office Affinity network

Affinity is made up of our colleagues who are committed to gender balance at all levels of our business whose aim is to promote the development of women at Post Office.

Post Office Prism network

Prism is comprised of our LGBTQ+ colleagues and allies who support and celebrate Post Office’s LGBT+ community and provides advice and guidance to our business on inclusivity and diversity. 

Post Office Be You Network

Our disability confidence group is a network of Post Office colleagues with disabilities and allies. The group provides support and advice to colleagues and helps the business do the very best it can for employees with disabilities.

Post Office POEM network

POEM is a peer network within Post Office established to support and celebrate the ethnic, religious and cultural diversity of our workforce and the communities we serve.

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We are proud of the progress that we’ve made so far in making Post Office an inclusive place to work – and that our people reflect the diversity of the communities in which we live and work, and of course, the customers we serve.

We want to continue to attract and retain talented people which is why we have an extensive talent programme that helps us develop and retain the best talent. We know that a diverse and inclusive culture isn’t just the right thing to do by our people, but it also makes good business sense:

  • Better connection with customers
  • Increase in productivity
  • Increase employee engagement
  • Strengthened financial performance

(Corporate Research Forum, 2016 & Mckinsey report 2020) 

Embedding diversity and inclusion at Post Office

Diversity at the Post Office is not only about meeting the legal requirement regarding protected characteristics; it is about providing an environment that encourages difference of thought, experience and background. From interpersonal relationships to business performance, better diversity and inclusion brings better outcomes.

The Talent and Diversity & Inclusion team have developed a set of equality objectives which showcase our goals and are reflected in the activities over the next 4 years.

Our equality objectives are:

  • Building a diverse and inclusive workforce that reflects and understands the public we serve
  • Ensuring all colleagues are valued and can contribute to our success​
  • Empowering and enabling all colleagues to thrive and prosper​
  • Advance the equality of opportunity between people who share a protected characteristic and those who do not​

Additionally, as part of our commitment to Diversity & Inclusion, the following 5 commitments were made by our CEO, Nick Read, during Black History Month (October 2020).​

Post Office will: ​

  1. Gather and monitor data about ethnic diversity at the Post Office and use this data to measure the success of diversity initiatives​
  2. Set diversity targets, objectives and KPIs for the senior leadership team ​
  3. Raise awareness of BAME issues in the business through training, discussions and by celebrating our diverse workforce​
  4. Continue to improve recruitment processes by actively identifying and eliminating unconscious bias ​
  5. Change our processes to encourage diversity through ensuring fairness in reward and recognition and being open about our career pathways​ 

For more information about Diversity and Inclusion at Post Office contact diversity.inclusion@postoffice.co.uk.

 

Our Commitment: HM Treasury Women in Finance Charter

In August 2017, we signed up to the HM Treasury’s Women in Finance Charter. The Charter reflects the government’s aspiration to see gender balance at all levels across financial services firms. We are proud to be working alongside the HM Treasury and over 200 other organisations to support the progression of women into senior management roles and build a more balanced, fair and representative industry. 

 

You can view a copy of our Commitment here.

When we first signed the Charter, we had 37.5% female representation at senior management level at Post Office. We also outlined at that time that we wanted to increase this to 40% representation by the end of 2018. 

We were very pleased to have exceeded this target early. In September 2018, female representation at senior management level at Post Office was 41.1%. 

A year later, we’ve seen this continue to improve with female representation at senior management level to 42.1%. 

And now in 2021 this figure is 43%. 

By 2024, we aim to have a senior leadership team that is gender balanced (50% men and 50% women). This will help to ensure that our leadership team if reflective of the wider employee population, which is 54% female, as well as the communities and customers we serve.

We are continuously reviewing our Diversity and Inclusion initiatives with focus on ensuring we have diverse talent pipelines to support progression to Senior Leader roles. As we continue to drive our diversity and inclusion strategy, we will improve our diversity data to allow us to set functional targets and measure the success of our initiatives. We’ll also be involving our colleagues in shaping our future values and behaviours as we identify our cultural ambition following the launch of our Purpose in September 2020, “We’re here, in person, for the people who rely on us”. These values and behaviours will be embedded into our HR processes to ensure we actively identify and eliminate unconscious bias and encourage diversity through ensuring fairness in reward and recognition. The action plan from the most recent Gender Pay Gap Report, alongside our Diversity and Inclusion Strategy, will enable us to drive improvements to ensure we are doing the right thing for our people and the future of Post Office.