AWARDS
Role of HR in delivering change O2’s D&I focus also includes highly visible support of Mental Health Awareness Week and an LGBT network, which provides a further compelling example of HR working with the wider business to inf luence the agenda. “HR lies at the very heart of this,”
Ann Pickering explains. “After all, HR teams are responsible for ensuring D&I features at the top of board-level agendas, but also that it is hardwired into the way their organisation does business and what it offers its employees. “As the agenda continues to
Building a broad-based and representative talent pool
HR works with the wider business
evolve, it is crucial that businesses showcase their commitment to the core principles of D&I at the highest level. Having a board-level sponsor, for example, can play an invaluable role in enabling culture change from the top down, helping demonstrate to employees and customers alike the importance D&I holds for the business.” Affirming their support for the view that, as Ann Pickering
puts it, “talent is blind to gender, ethnicity, sexuality and social background”, members of O2’s senior leadership team have undertaken training to identify any unconscious bias they may have and minimise its impact on decision-making.
Social and global mobility From a global mobility perspective, opportunities to work overseas can be critical to career progression to senior levels, and can build skills and networks throughout the business. Women, in particular, remain under-represented in mobile populations, exacerbating the mid-career squeeze in female talent pipelines and therefore representation at leadership and board levels.
from the start of people’s careers, and supporting it with targeted initiatives throughout the business, O2 is ensuring that opportunities for international assignments remain open to all, in line with the business’s objectives, its talent development programme, and employees’ aspirations. O2 prepares its assignees for
international moves and supports them while they are on assignment, so they can achieve their professional and personal goals. This is done both through specialised online courses and through parent company Telefónica’s corporate university in Barcelona, which
provides leadership training, including global management and women in leadership programmes, and offers valuable advice on career planning, personal brand, and finding mentors. All the courses and training offered encourage employees
to take risks and push their potential to its limits. “As the emphasis on global expansion continues to
accelerate, there will be a strong business case to support wider involvement of minorities within international mobility,” said the Relocate Awards judges. “It is excellent HR practice to see O2 nurturing diverse talent – a great example for others to follow to increase business success.” “We live in an increasingly diverse society,” concludes Ann
Pickering. “It’s never been more important for our workforces to reflect this, both to echo our businesses’ vibrant and diverse customer bases and to ensure happier and more productive teams. “That’s why I hope that our work – and that of the many
brilliant HR teams that exist throughout the UK – will inspire others to build the right culture, support networks, and recruitment practices to support the fantastic talent we have here in the UK.”
RELOCATE AWARDS 2017 VIDEO
Highlights of the Gala Awards Dinner at the Science Museum – an innovation-themed evening for aspirational organisations.
10TH ANNIVERSARY
Scan the QR code to view the video
28 | Re:locate | Summer 2017
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