We are excited to share our second Equality, Diversity and Inclusion (EDI) annual report.
The report provides an overview of our progress towards meeting our EDI strategy objectives over the past year, including an update on our workforce profile and gender pay gap.
Focusing on the six key pillars of our EDI strategy, the report shares the specific actions we have taken to work towards each objective, along with reflections from our customers and colleagues on how we have created workplaces and communities where everyone feels welcome and valued.
We are delighted to report we have made significant progress in a number of key areas, including:
- Increasing the diversity of our workforce.
- Introducing new policies and procedures to promote inclusion.
- Working with our colleagues to create a more inclusive culture.
- Ensuring our services are accessible and providing supporting to our customers.
- Measuring our progress and setting new goals.
Jennifer Pulsford, our Inclusion and Reward Manager, said: “Over the last two years, the efforts that we have made to make LiveWest more inclusive have been recognised and valued by our colleagues and customers.
“We spent the first year laying the foundations of inclusion by reviewing our processes and setting the expectations that we have for those working at LiveWest, and over the last 12 months we have made incremental changes that have made a real difference.
“Inclusion at LiveWest isn’t about making change to win awards or hit targets, it is about supporting our colleagues and customers to be feel respected for who they are and heard as an individual.
“I am proud to work for a company that does what is right for us and not following the herd, and I am excited for what we can achieve in the future”.
You can read the full report on our website now, to find out how we are working towards meeting our EDI strategy.
To learn more about equality, diversity and inclusion at LiveWest, visit our EDI webpage.