John Lewis Partnership Annual Report and Accounts 2015

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John Lewis Partnership plc Annual Report and Accounts 2015 Partnership performance (continued)

2. Inclusive ownership Diversity

Diversity & Inclusion (D&I) for us means doing business in a way that uniquely values everyone. We understand that recognising and valuing difference helps us to make better decisions, spark innovation, and develop talent.

Our Constitution requires that in our employment conditions we take no account of age, gender, marital status, sexual orientation, ethnic origin, social position or religious or political views. We refreshed our D&I policy in 2013 and report annually to the Partnership Board on our progress. Our approach is focussed on:

1. Resourcing inclusively to ensure we recruit, retain and progress a diverse population of Partners.

2. Creating the right conditions to support inclusive working by ensuring we have the right policies and processes in place.

3. Ensuring awareness and the right behaviours, so that working better together and inclusively becomes instinctive.

4. Measuring and reporting the progress, effectiveness and impact of our activities.

We are keen to ensure that our Partner population is reflective of the rapidly changing demographics of the employment markets we operate in.

In late 2014, we centralised and improved our reporting to help us understand how representative our recruitment process is at each stage. We launched a new mandatory e-learning programme to build Partner confidence, engagement and knowledge, understanding of our policy and their personal responsibilities. We also began to roll out ‘unconscious bias’ training for managers.

SETTING A GOAL IS A FANTASTIC STEP FORWARD AS IT ADDRESSES THE NEED TO HAVE MORE TALENT AT MANAGEMENT LEVELS OF PARTNERS FROM AN ETHNIC BACKGROUND, ULTIMATELY LEADING TO A REFLECTION OF THE COMMUNITIES IN WHICH JOHN LEWIS AND WAITROSE TRADE.

Baz Naik Branch Manager, Waitrose Kings Road

Gender diversity of the Partnership 2015 2014 Partnership Board

Directors and Management Board members* Senior Managers** All other Partners All Partners

* Other than Partnership Board Members ** Other than Partnership Board Members, Directors and Management Board Members

Male 60% 71% 55% 42% 43%

Female 40% 29% 45% 58% 57%

Male Female

60% 40% 66%

34%

57% 43% 43% 57% 43% 57%

40% of our Partnership Board and 45% of our senior management population (Levels 1-5) are female. 15% of our Partners are from an ethnic minority.

As well as our growing Pride in the Partnership (PiPs) Partner network group for LGBT Partners, we now also have Partner groups for gender, faith and ethnic minority Partners. In 2014, we also introduced a diversity policy statement for the Partnership Board to help us reflect an increasingly diverse UK population. We have set a goal to increase the current proportion of ethnic minority managers by 50% over the next five years, so that ethnic minority managers make up at least 10% of all managers (Levels 1-9).

In 2014, 87% of our Partners told us that they believe that the Partnership values individual differences, placing us among the top 10% of organisations who include this question in their employee survey. 40% of our Partnership Board and 45% of our senior management population (Levels 1-5) are female. 15% of our Partners are from an ethnic minority.

For more on Partner diversity: www.johnlewispartnership.co.uk/ performanceandreporting

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