50 John Lewis Partnership plc Annual Report and Accounts 2016 Partner review (continued)


Growing the Partnership’s networks has been one of the key priorities for diversity and inclusion during 2015. We now have four Partner networks with over 1,200 members. These cover areas as diverse as faith and beliefs, to women in the workplace. These currently include Pride in the Partnership (the LGBT+ network), our Faith and Belief network, Unity (the Black, Asian and Minority Ethnic network), and TEN: Think.Evolve.Network (the gender network). These networks offer a new way for our Partners’ voice to influence the business.


Diversity and Inclusion are intrinsic to the 4Ps and will be at the core of our actions to implement the new framework. For example, we will be reviewing our approach to equal pay, balancing productivity with individual flexibility, and creating a diverse pipeline of Partners for the future.


We have a desire and a responsibility to ensure that people with disabilities are supported in their employment with us. Our reasonable adjustment process is informed by the Equality Act 2010. This states that businesses must take reasonable steps to accommodate people with disabilities in the workplace. We began work in 2015 to improve our process for accommodating Partners with disabilities. We have worked with the Business Disability Forum to ensure this process is robust, and we expect to conclude our work on this in 2016.


Health and wellbeing


Our Founder John Spedan Lewis fostered a culture which put the health and wellbeing of Partners at the heart of our organisation. He understood that as well as our physical and financial wellbeing, our working relationships, empowerment, being heard, access to


knowledge and learning, and our contribution in the local community are all factors that influence our wellbeing.


We support Partners through a number of programmes, benefits and services, to ensure their financial, physical, mental and social wellbeing. Through Partnership Health Services we provide Partners with accessible, occupation- focussed services. In 2016, we will review and strengthen our proposition. Our aim is to empower Partners to look after their health and wellbeing, providing the right working environment and support as needed.


Productivity


Productivity has become one of the main themes of It’s Your Business 2028. Within the context of the 4Ps, we see Productivity as pivotal to the Partnership’s longer term financial health, as well as to increasing Partner pay.


We highlight several examples of Productivity on page 51 under Partnership Services. In 2015, we have also been reviewing a number of key policies including ‘Sick Absence’, as well as those that have a direct impact on our ability to operate flexibly, such as Secondment Terms and Conditions and Expenses, Contracts of Employment, Domestic Relocation and Expenses and Recruitment Guidance.


Our Partner handbook is now reviewed yearly and only published on the intranet – the 2016 version is now available. In addition, we have created a new policy update page has been created to ensure transparency for the business on changes that happen throughout the year.


Think, Evolve, Network The LGBT+ network


“ Our LGBT+ network gives Partners access to a community defined by identity and values. It helps Partners access support, extend their professional and social networks, and form a collective voice to join the debate. This year, we celebrated our biggest Pride in London yet, and recruited regional reps, extending the reach of the network.”


Partner survey


Our annual Partner Survey results suggest that Partner Advocacy remains high at 92%. This statistic is pivotal to the success of our business and will prove even more important as we embark on our journey towards 2028.


Further, 81% of Partners understand how their work contributes to the success of the Partnership.


Phil Harrison Buying Assistant, Tablets and Computing


“ This network aims to help Partners think about gender. It enables us to learn from others, both inside and outside of the Partnership. We now have more than 750 members, and have had one-third of these attending events in branches. And in our Bracknell and Victoria branches, speakers have included Baroness Hogg, Edwina Currie, and Sir Roger Carr among others. These events have helped to start conversations about gender in the workplace, such as on flexible and part-time working, and maternity and paternity leave.”


Jane Barnett-Roberts Head of Retail Operations Group L


Gender diversity of the Partnership Male %


Partnership Board


Directors and Management Board members*


Senior Managers# All other Partners All Partners


Partnership Board


Directors and Management Board members*


Senior Managers# All other Partners All Partners


* Other than Partnership Board members #


67


71 54 42 43


Male % 60


71 55 42 43


Other than Partnership Board members, Directors and Management Board members


Ethnicity of senior manager population (levels 1-5)


2015 %


White


Asian or Asian British Black or black British


91.3 1.8 0.2


Chinese or other ethnic group 0.5 Mixed origin Not given


0.8 5.4


2016 %


91.1 2.1 0.3 0.5 0.8 5.1


2016


Female % 33


29 46 58 57


2015


Female % 40


29 45 58 57


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