16
John Lewis Partnership plc Annual Report and Accounts 2014
OUR PARTNERS CONTINUED
Inclusive and vibrant
communities We strive to be a welcoming and diverse business that recognises and values difference. This goes to the heart of our ultimate goal of being a successful co-owned enterprise that benefits all of our Partners.
This aim is supported by our Diversity and Inclusion Policy. The policy is there to help us create a vibrant Partner community, with a varied range of skills, talents, experiences and backgrounds, within a fair environment free of discrimination and harassment.
Our ethnic mix of Partners has not changed significantly over the last decade. Our white Partner demographic continues to reflect the UK population as a whole at 84% of our population, but at senior management levels, white Partners account for 92% of the population. As a Partnership, we want to do more to foster a culture of inclusion at all levels, and we took clear steps to do this in 2013/14.
In focus In September 2013, a number of our senior leaders, including Heads of Branch at John Lewis and Heads of Retail Operations at Waitrose, attended a seminar on unconscious bias. This helped understand how our unconscious personal preferences affect our behaviour.
Tony Wheeler, Managing Director at Peter Jones, says,
“ The unconscious bias seminar was very enlightening. It deepened my understanding of the ever-changing face of society and our marketplace and demonstrated how leaders need to be more agile and adaptable. I am certainly a more commercial leader as a result.”
In November, we also launched a dedicated intranet page for our LGBT (Lesbian, Gay, Bisexual and Transgender) networking group, Pride in the Partnership.
In 2014, we will continue to drive this culture of inclusivity. We will be rolling out online e-learning diversity training to all 91,000 Partners, emphasising the value of understanding and embracing cultural differences. We will also be setting up a mentoring network for those managers from under-represented ethnic minorities and providing funding and support for Partner- generated diversity groups and networks.
73% OF PARTNERS SAY:
“ We build relationships powered by our principles.”
In terms of gender breakdown, the position at the end of the financial year for the following populations is:
Abby Chicken, Chair of the LGBT networking group and Food Hall Manager at John Lewis Oxford Street, says,
“ It’s fantastic to finally have an official point of contact for LGBT Partners across all divisions. We hope to be a real resource for Partners and managers to access if they are looking for guidance or support on LGBT issues.”
Thanks to our Diversity and Inclusion scorecard, we are able to monitor and measure the impact and effectiveness of our activities to improve performance in this area. This scorecard will be presented to the Partnership Board each year.
GENDER DIVERSITY Male
Female Directors and Management Board members
67% 33% 57% 43% 43% 57%
Senior managers* All other Partners** * Other than Directors and Management Board members
** Other than Directors, Management Board members and senior managers
Download additional data here PARTNER ETHNICITY
Chinese/Other Ethnic group 1%
Mixed Origin 2%
Not given 2%
White 84%
Black/Black British 5%
Asian/Asian British 6%
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78 |
Page 79 |
Page 80 |
Page 81 |
Page 82 |
Page 83 |
Page 84 |
Page 85 |
Page 86 |
Page 87 |
Page 88 |
Page 89 |
Page 90 |
Page 91 |
Page 92 |
Page 93 |
Page 94 |
Page 95 |
Page 96 |
Page 97 |
Page 98 |
Page 99 |
Page 100 |
Page 101 |
Page 102 |
Page 103 |
Page 104 |
Page 105 |
Page 106 |
Page 107 |
Page 108 |
Page 109 |
Page 110 |
Page 111 |
Page 112 |
Page 113 |
Page 114 |
Page 115 |
Page 116 |
Page 117 |
Page 118 |
Page 119 |
Page 120 |
Page 121 |
Page 122 |
Page 123 |
Page 124 |
Page 125 |
Page 126 |
Page 127 |
Page 128 |
Page 129 |
Page 130 |
Page 131 |
Page 132 |
Page 133 |
Page 134 |
Page 135 |
Page 136