Diversity is about different perspectives and extends beyond gender and ethnicity to sexual orientation, gender identity, social mobility, disability and other challenges that can lead to disadvantage. As a Group which was formed with diversity at its core, we are committed to creating a diverse and inclusive workforce where everyone has room to breathe and can bring their whole selves to work.
We are proud to have achieved the Law Society Gold Standard for our Diversity and Inclusion Charter and underpin our diversity and inclusion ethos with the support of two of our four network groups: Pride and Unity.
Pride was set up to provide a welcoming, supportive, safe and confidential space for staff affected by sexual orientation and gender identity issues and is a place where they can share experiences, ideas or concerns.
Recently we have:
- Joined forces with other companies within the professional services sector and the manufacturing sector to create the Birmingham Black and Ethnic Minority Network led by Deloitte. Other companies who are part of the network include Jaguar Land Rover, KPMG, Fieldfisher and Lloyds Banking group.
- Launched the Mindful Business Charter across Gateley creating a tool kit to support the aims of the Charter in reducing avoidable workplace stress. The Toolkit sets out guidelines and provides information on how to achieve best practice behaviours and this has been rolled out across the business.
- Completed a Diversity and Inclusion survey across the group to focus on collecting diversity and inclusion data to enable us to better analyse our data and review what it is telling us to ensure we can focus our D&I initiatives accordingly.
- Developed a Reverse Mentoring Scheme to implement as a pilot scheme which is scheduled to launch across the business in this current quarter.
- Signed up to be a Disability Confident employer.
- Implemented mandatory “Understanding Race Bias” training across the business.
Standing against hair discrimination with the Halo Code
In this workplace, we recognise and celebrate our colleagues’ identities. We are a community built on an ethos of equality and respect where hair texture and style have no bearing on an employee’s ability to succeed.
We acknowledge that Afro-textured hair is an important part of our Black employees’ racial, ethnic, cultural, and religious identities, and requires specific styling for hair health and maintenance.
We celebrate Afro-textured hair worn in all styles including, but not limited to, afros, locs, twists, braids, cornrows, fades, hair straightened through the application of heat or chemicals, weaves, wigs, headscarves, and wraps.
We champion the right of our people to embrace all Afro-hairstyles.
Gender pay gap
Gender Pay Gap reporting is based on government methodology focusing on the difference in average pay between men and women in an organisation. Gender pay is not the same as equal pay. Whilst it is true that both deal with the disparity of pay women receive in the workplace, they are different and should not be confused.
Equal pay means that men and women in the same employment performing equal work must receive equal pay. At Gateley, our remuneration is based on the appropriate level of experience someone has for the job role they are performing and not their gender. We are confident we pay men and women equal pay for performing equal work.
Gender pay measures a very different metric – it is a measure of the difference between men and women’s average earnings across the entire organisation regardless of their job role. the UK economy and society as a whole, currently men are more likely than women to be in senior roles and therefore earn more. Most organisations will therefore have a gender pay gap.
You can read an explanation of our data and details about what we are doing to support more equal opportunities for all people across our business by downloading our report. We have a number of internal initiatives to narrow the gender pay gap and we are committed to the on-going development of our diversity and inclusion strategy.