Ocado Group:
Diversity and Inclusion
We see diversity as a strength for our colleagues and our business, understanding that fairness and inclusivity are core to a culture where everyone feels like they belong. Our focus areas for diversity and inclusion at Ocado Group:
Gaining a better understanding of our people through data to drive improvements, visibility and accountability across our organisation.
In 2023, we launched a global scheme to collect employee demographic data. This will help us to understand the diversity of our people, and how different groups are experiencing life at Ocado Group. We have also introduced ethnic diversity and gender targets for all senior management across Ocado Group, for example introducing a target of 40% women representation and a target to double the number of ethnic minority talent.
Proactively growing diverse talent through partnerships, acquisition and development.
We know we have a role to play in acquiring and developing our talent. Development and reskilling programmes equip our employees with crucial skills, such as engineering and technical skills. Our partnership with Moving Ahead has been going strong since 2019, supporting women and underrepresented talent in progressing through structured cross-sector mentoring programmes.
Evolving policies, processes and practices to enable our colleagues to bring their true selves to work.
We continuously review our ways of working to support our people to deliver their best work. Inclusion training and awareness sessions are provided for all in addition to targeted support for groups currently underrepresented at Ocado Group.
Our ‘Communities’ are employee-led groups which play a key role in achieving a sense of inclusion and belonging, launching initiatives to unify and celebrate the differences of each group. This year we secured the fifth position in the Religious, Equity and Inclusion (REDI) Monitor, which tracks the inclusion of religion and belief in the diversity initiatives of companies on the FTSE 100 Index.
We continue to work with our employees to create lifestyle policies. A recent example of this is how we have developed our menopause and fertility policies, which were designed by leveraging an internal working group of our global employees across both Technology Solutions and Logistics.
Gender pay gap and fair pay
We are committed to paying fairly and providing equal opportunity for all employees as they are crucial for our employees' financial well-being and mental health. By addressing the gender pay gap and promoting fair pay practices, we can create a more fair and equitable company where everyone has the opportunity to thrive and foster a sense of belonging.
Find out more in our gender pay gap statement.
Recognitions
- Awarded the Armed Forces Covenant Bronze Award for our commitment to those who have served. This is just the beginning of our journey, and we look forward to achieving higher levels of the covenant.
- Achieved the UK National Equality Standard certification for FY23, following an audit and benchmarking process conducted in partnership with external consultancy group EY. This certification shows that we have improved our performance against 35 competencies.
Partnerships and Memberships
Related Content
Sustainability
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Annual Report
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