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.
|Total Group employees||24%||24%||27%||22%|
|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%|
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.
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.
|% favourable scores||Difference from benchmark*||% favourable scores||Difference from benchmark|
|High performance index||69%||-1%||72%||1%|
|Recogition and reward||59%||61%|
|High performance leadership||64%||66%|
* 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.