• Pages
  • Editions
01 Cover
02 Introduction
03 Context and Definitions
04 NNL Employees
05 Gender Pay Gap
06 Bonus Pay Gap
07 Pay Data
08 Age and Part Time Working
09 Recruitment
10 Promotion
11 Case Study - Growing our pipeline
12 Case Study ­- Acting for Inclusion
13 Case study – STEM Careers in NNL
14 Progress so far
15 Conclusion

Case Study ­- Acting for Inclusion

The Belonging and Feedback Workstreams of the ED&I programme set the climate for conversations within the business. These are proving effective with those who are engaged with the general principle and approach within NNL.

The Belonging Workstream has continued to promote ED&I in NNL throughout FY21/22 by:

  • Developing a new ED&I SharePoint page to make the increasing volume of ED&I materials more usable and engaging

  • Delivering ED&I induction sessions to all early career cohorts (apprentice, graduate and post doctorate schemes) followed up with presentations at their respective cohort cafes

  • Continuing IncluQuizity (a quiz open to anyone in the business) launched during Covid and has reached up to 10% of the business with regular attendees

  • Publishing senior leader vlogs on ED&I and empowering ED&I blogs from people in NNL on subjects they are passionate about. This authentic voice continues to receive positive feedback from the business

  • Celebrating key national themes, using these to trigger conversations within the business by providing themed activities delivered down the line management chain

  • Supported the update to the Family Focus policies which are a step forward in our provision in these areas both in terms of policy content and accessibility (these were launched in FY 2022/23 so will be explored further in next year’s gender pay gap report)

  • Developing content to support ED&I issues raised through the Feedback route such as materials on women’s health

Emin Veron

Sam Lyons

Trywin Oke

Whereas the Feedback workstream has:

  • Continued to recruit Ambassadors and, as required, Site Representatives

  • Revamped the format of Ambassador meetings so that they focus on ED&I themes to empower advocacy

  • Encouraged ambassadors and site reps to embed ED&I into their team meetings

  • Started tracking themes raised through the feedback route and ensuring these trends are shared with the HR operations team as well as continuing to signpost individual issues through the standard HR escalation routes to facilitate confidence in the resolution of any issues and concerns raised

Denise Calleja

Allyson Harris

Case study – STEM Careers in NNL

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