Opportunities for all
The John Lewis Partnership aims to create and nurture a culture that values the differences of all those who engage with us, whether as Partners, customers or suppliers, or as part of the wider community. Embracing diversity helps us to attract, retain and develop Partners while developing a creative and innovative culture that appeals to a wide range of customers.
Barbara Sydney, Waitrose Canary Wharf
Diversity in the Partnership is based on three values:
- Partners are treated as individuals and with respect, honesty and fairness
- Our employment policies are fair and provide equal opportunities for all, regardless of age, gender, ethnicity, social background, religion, disability or sexuality
- The Partnership respects and reflects the communities we are part of.
Tracey Killen, Director of Personnel believes, 'Our aim is to be a business where our leaders feel confident with, and have a full understanding of the diversity in their teams, so that they can ensure Partners have a consistent, equitable, and motivating experience of the Partnership. This goes to the heart of our ultimate purpose and drives business advantage.'
Championing diversity
In 2003, the Partnership formed a Diversity Strategy Group to champion diversity and set clear business aims and objectives. The group identified three main aims:
- To increase the number of women in senior management posts
- To increase the number of ethnic minority Partners that progress from non-management to management positions
- To establish a better fit between the ethnic mix of branches and the communities they represent.
The Group has led the development of the Partnership's Diversity Policy, which is being put into practice through a number of initiatives, including:
- Our first Diversity Audit, trialled at six shops
- Diversity training for the Board Directors during 2007
- Reviewing and revising all personnel policies (Partner Handbook, advertising and recruitment guidelines) to ensure they are aligned with our Diversity Policy
- Communicating the Diversity Policy to Partners through lead articles in our publications
- Developing an online e-learning programme on diversity awareness for line managers
- Rewarding behaviour that encourages diversity and by utilising such schemes as 'One Step Beyond' (our reward and recognition scheme for employees)
- Developing key ethnicity measures and monitoring progress in our shops
- Benchmarking our performance through initiatives such as 'Opportunity Now' and 'Race for Opportunity', membership organisations representing employers who want to transform the workplace by ensuring inclusiveness for women and minority ethnic groups
- Membership of Stonewall, The Employers Forum for Disability, the Employers Forum for Age and the Employers forum for Belief.
View Partner Ethnicity data.
Going beyond the Partnership
We extend our commitment to diversity beyond the Partnership by supporting members of our communities from disadvantaged backgrounds with initiatives designed to help them gain the skills, qualifications and experience they need to get a job.
Schools and higher education
The Partnership offers a BTEC placement programme to students to take up alongside their college and university courses, giving them opportunities to build their confidence and develop the key skills they need for the workplace. At John Lewis Newcastle in 2007, 38 students participated in placements one day per week alongside their BTEC courses in Retailing and Hospitality. All the students successfully achieved their qualifications, and the scheme has also generated a talent pool for Partners.
We also work with schools to help students develop workplace skills. For example, in 2007, Partners from John Lewis Glasgow provided 480 hours of volunteering, equating to approximately £4200, to St Roch's Secondary School. They mentored year 9 and 10 pupils identified by teachers as those who may need some direction in life, helping them to widen their understanding and awareness of business, and improve their motivation, timekeeping and attendance. As well as developing the pupils' abilities and employability, the ongoing relationship enhances our reputation in the local area, develops a potential source of recruits, and provides personal and professional development for Partners. The scheme has been running for four years and last year 78% of the children showed an improvement in their overall attendance, while 62% achieved better exam results than predicted.
Getting people back into work
The Partnership has invested in a programme of work experience that encourages those with English as a second language into work. In Bristol, two refugees from Somalia were able to get two weeks' work experience at John Lewis Cribbs Causeway through the 'Ready to Work' project, part of BITC 's Business Action on Homelessness programme. In addition to interview training and a reference, each participant was given a Partner 'buddy' who ensured they had ongoing support. The shop has recruited three Partners from the scheme in the past.
In another employment scheme, John Lewis Sheffield played a pivotal role in piloting Local Employment Partnerships, a new back-to-work initiative. The scheme aims to help local employers recruit and retain people from a wide range of backgrounds and bring together business, local government and the voluntary sector to improve economic regeneration, employment and skills training. Job Centre Plus helped the 10 candidates with health and safety, customer service and interview training material, before they joined the branch for two weeks' work experience; four were then employed over the Christmas period.
Key Priorities
- To upskill our manager's confidence and understanding of diversity so that they can give Partners a consistent equitable, and motivating experience of the Partnership so both meeting our ultimate purpose and driving business advantage.
- Expand diversity awareness training for managers
- To continue to embed diversity in our policy framework, recruitment and learning and development.
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