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 into more senior roles.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 which exist to stop 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 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

Apprenticeships - in total we have had 31 female apprentices on programmes during FY19-20

Completed & achieved	16% (5 apprentices)
Promoted	20% (1 apprentice)*
In progress & on track to achieve	84% (26 apprentices)
*Of those that have completed

We are working towards having two identified potential successors for key positions including at least one female
We celebrate International Women's Day as it is important to have open and honest conversations and explore Ricoh’s commitment to an inclusive workplace and culture to ensure we will be better, stronger and more successful as a business

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:

Founding member of Women Ahead and Moving Ahead, a social impact organisation working to improve workplace inclusion and diversity. We work closely with Moving Ahead to implement relevant interventions to create a supportive and inclusive culture for all individuals to be their best.

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

Working in partnership with the Royal Academy of Engineering & Verditer Consulting to help understand the gender pay gaps in Engineering

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 embedding blended working practices to enable all employees to have a better work life balance.

We are a living wage employer and this year we increased 58 employees pay to the “Real Living Wage” rates of £9.50 per hour. Of those 58 employees, only 21 of them were females (36%) which is higher than the 28.82% figure for our overall female workforce. So our focus will be to try and move some of those lower paid employees into the higher paid roles in the future.

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 have imbedded inclusive leadership competencies into all our leadership development programmes
We have a dedicated Inclusion and
Well-being Manager role to support efforts
to attract and develop a diverse workforce
We are identifying talent who are participating in an EMEA wide female talent programme

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
We have a designated Board Member as a Gender Diversity Champion to help lead and drive initiatives across the business

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 are developing a diversity dashboard to give us greater visibility and insight to our workforce which will enable us to focus our efforts for change

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:

42.44% of all employees promoted
were female

31.58% of employees promoted
to management positions were female