Employee diversity and opinion


Our ambition is to significantly increase representation of women and focus nationalities in senior management roles by 2020.

Having a diverse workforce means we are better able to understand and meet the needs of our consumers, customers and stakeholders, who themselves will be from a diverse mix of backgrounds, and helps create a positive corporate culture and build stronger leaders. Our commitment to increasing the representation of women in senior leadership also supports the UN Sustainable Development Goal for gender equality.

In 2016, the Thomson Reuters Diversity & Inclusion Index ranked us as the industry leader and one of the most diverse and inclusive companies to work for.


While we are proud to have achieved 27% female representation on our Main Board, we recognise that we still have more to do, particularly in increasing the number of women in senior leadership positions and at the executive Management Board level.

We have made good progress over the last five years, with a 25% increase in the number of women on leadership teams and a 38% increase in the number of women recruited to senior management roles.

However, despite these improvements, in 2016 the percentage of women across all Group employees dropped to 22%, from 27% in 2015. This was primarily driven by a decrease in women in our non-management population.  While our focus is to increase diversity in management roles, we hope that our initiatives across the Group will lead to improvements for non-management roles.

Percentage of women

  2013 2014 2015 2016
Total Group employees 24% 24% 27% 22%
Non-management grades 22% 22% 25% 19%
All management grades 32% 32% 33% 33%
Of which, junior management grades 34% 34% 35% 36%
Of which, middle management grades 29% 29% 30% 30%
Of which, senior management grades 5% 14% 16% 16%
Main Board 27% 30% 31% 27%
Focus nationalities

In 2016, we achieved 19% representation of focus nationalities from Asia, the Middle East, Africa and Eastern Europe in senior management roles. Over the last five years, we have filled 29% of senior roles with focus nationalities.

We have 144 different nationalities represented across our management population globally and six different nationalities on our Board of Directors. In 2016, we were recognised by a review into Ethnic Diversity of UK Boards, which ranked BAT in the top 20 of the FTSE.

Percentage of focus nationalities in senior management grades

  2014 2015 2016
  17% 18% 19%

Employee opinion 'Your Voice' survey

We are committed to ensuring that our people are engaged with our business and periodically conduct Group-wide employee opinion surveys.

In 2017, we will be running the Group’s global employee survey, ‘Your Voice’’. Our last survey took place in 2014 and had a response rate of 93% – 11 percentage points higher than the average response rate for this type of survey.

British American Tobacco vs. global FMCG benchmark

  2012 2014
  % favourable scores Difference from benchmark* % favourable scores Difference from benchmark
Engagement index 72% 4% 72% 3%
High performance index 69% -1% 72% 1%
My Job 74%   77%  
Developing talent 55%   59%  
Teamwork 73%   77%  
Recogition and reward 59%   61%  
People leadership 69%   72%  
Growth 69%   71%  
High performance leadership 64%   66%  
Winning culture 59%   62%  
Corporate responsibility 80%   81%  

* Difference from benchmark is not available for nine of the categories as these are focused on our business priorities and do not have an FMCG comparison.

Our Employee Engagement Index score of 72% was 3% higher than the FMCG comparator norm of 69%. Broadly, this index combines employee satisfaction with their attitudes towards recommending us as a place to work, their desire to stay and their pride in working for us.

Our High Performance Index score of 72% indicates our continued focus on leadership and talent development is supporting our high-performance culture.

These results convey the pride which many employees have in working for us and is demonstrable as we have continued to see employee turnover stay below the comparator benchmarks. See GRI indicator LA1 for our employee turnover data.

Read more on www.bat.com  about how our culture and values are working to encourage diversity and engagement.