Understanding our results

Read on to understand our commitment to sustained change and our areas of focus

Understanding Our Results

Ricoh UK has a long-term approach to addressing the gender pay gap. Our end goal is to achieve greater parity at senior level, and we’re doing this by increasing our female talent pipeline at entry level roles, then accelerating them to more senior positions. Our quartile analysis reflects this, with the majority of our women currently positioned in lower-earning support roles. While our highest paid jobs are more likely to be filled by men at present, we hope to see an increase in the number of senior female leaders over the next few years as we support them to progress across the quartiles.Our results show that we’ve still got a long way to go and closing the gap will take some time. Our industry has typically attracted men in the past, and we’re committed to changing the landscape and the way we view the contribution of women in the sector. The future prosperity of the sector depends on the success of this commitment.Our InitiativesTo fulfil our commitment to sustained change, we recognise we need to progress in a number of different areas to ensure we recruit, promote and develop the best people regardless of who they are. At the same time we must consciously seek to reduce any barriers that may exist to our people bringing their whole selves to work. Our Diversity and Inclusion Strategy has five key focus areas:

Recruiting and Enabling Talent

To attract the best people, we need to ensure that we’re casting the net far and wide when it comes to recruitment initiatives, ensuring our workforce is reflective of different communities with different attitudes and perspectives.

Example initiatives:

We are ensuring that advertising for our job roles is gender neutral
We are designing flexibility into key strategic positions to enable females to progress
We have a clear STEM strategy to provide avenues for new female talent

We are participating in the 30% Club mentoring programme, which supports and develops the pipeline and parity of women at all levels of the career pyramid. Our employees make up both mentors and mentees in the scheme
We are working towards having two identified potential successors for key positions including at least one female

Working in Partnership

At Ricoh, diversity and inclusion is part of everything we do, and this extends to who we choose to partner with. By doing so, we can ensure positive change for all of our employees, other organisations and wider society.

Example initiatives:

We are a founding partner of Women Ahead,
a social enterprise dedicated to the progression of women in business and sport, which designs and delivers the 30% Club cross-company mentoring scheme - the largest in the UK

We are working with our customers in strategic partnerships to drive the diversity and inclusion agenda

Ways of Working Policies

Adopting policies that support the needs of a diverse and inclusive workforce, building agility and flexibility to suit the needs of the individuals and the business.

Example initiatives:

We have enhanced all of our family friendly policies, including Maternity and Shared Parental Leave to encourage and support both men and women in the workplace. This includes an enhanced benefits package and a return to work bonus for maternity. We believe that by offering this, we can provide a better balance for work and family responsibilities for all of our employees, helping us attract and retain valued employees, and in doing so create a more engaged workforce

We are looking to improve flexible working practices at all levels of the organisation through a business-led project to enhance existing practices

Providing Tools & Support

Every employee needs to be involved on the journey to achieving greater diversity and inclusivity within the workplace. We’re providing employees with support networks, tools and development programmes to promote fairness and collaboration, and to build a culture of openness.

Example initiatives:

We are ensuring that our leadership teams undergo inclusive leadership training (including unconscious bias training), as well as rolling out listening circles so we can build on developing our culture
We have a dedicated Inclusion and
Well-being Manager role to support efforts
to attract and develop a diverse workforce

Our European-wide Women’s Leadership Forum supports our senior female leaders to share best practice and network, drawing on key skills and talent to encourage personal development. This Forum discusses topics such as career progression, inclusive behaviours and approaches to diversity across Europe

Data and Analysis

Our data is fundamental to understanding what the existing barriers are within the organisation and will also enable us to measure our progress over the coming years.

Example initiatives:

We set five year targets from April 2018 to increase our gender representation across the business and have seen a 2% increase in the overall representation of females
We will measure the gender mix throughout the recruitment process to identify any barriers and then put relevant actions in place to address these

We have undertaken detailed analysis
as part of our pay review to address
any pay disparities
We have seen an increase in the
number of females promoted:
39% of all employees promoted
were female
50% of employees promoted
to management positions were female