The BT Group Manifesto was launched in 2021 and is our plan to accelerate growth through responsible, inclusive and sustainable technology. It is rooted in our purpose, to connect for good, and it will help us achieve our ambition – to become the world’s most trusted connector of people, devices and machines. Our Manifesto includes measurable commitments to amplify our positive impact for people and planet – combined with a clear commercial agenda.
We recognise that Diversity and Inclusion (D&I) is not just a ‘nice thing to do’, it’s critical to our growth. Our commitment to D&I remains resolute and unwavering.
Along with our financial reports, our 2023 Annual Report contains a summary of the initiatives we delivered in FY23 (2023 Financial Year) to build a diverse and inclusive BT Group. The report also highlights our sixth Gender pay gap report, third voluntary Ethnicity pay gap report, and the progress we have made so far towards achieving our diversity targets in relation to women, ethnic minority colleagues and disabled colleagues.
BT Group plc - Annual Report 2023 - accessible version
In this accessible PDF you can do many things to help you easily access the information that you want, whether that’s printing, searching for a specific item or going directly to another page, section or website.pdf - 26.39 MB
Our D&I ambition
Our Manifesto includes bold targets for diversity. We’re making progress in our ethnic minority and disability representation. But we’re clear that there’s much more to be done.
This table shows the progress we have made against our stated Manifesto targets for women, ethnic minority and disability representation at various levels of the organisation.
Diversity data for all protected characteristics and special category data (as defined by UK employment law and GDPR respectively or local laws as relevant to other geographies) is collected through voluntary disclosure directly into SAP SuccessFactors (our nominated HR system). Data is stored, reported, and used subject to local laws and advertised employee privacy notices. Due to local restrictions on capture and reporting of ethnicity and disability, only information relating to the UK is shown.
1 For the purpose of the UK Corporate Governance Code 2018, our leadership comprises the Executive Committee (excluding Executive Directors on the Board but including the CEO, Openreach) and all of their direct reports (excluding admin roles). This totals 22 women (30%) and 51 men (70%).
2 For the purposes of the Companies Act 2006, our senior management comprises those employees responsible for planning, directing and controlling the activities of the group, or a strategically important part of it (members of our senior leadership and senior management teams, and directors of the group’s subsidiaries but excluding directors on the Board). This totals 256 women (34%) and 497 men (66%). Numbers presented include 60 subsidiary directors (39 men and 21 women) who are not otherwise members of our leadership or senior management teams.
D&I at BT Group
Our approach to D&I is evidence-based and intersectional, recognising that our colleagues and customers have diverse needs and intersecting identities. Our mission is to ensure that D&I at BT Group are key differentiators for our colleagues and customers and that we deliver a positive impact to wider society.
Our Diversity and Inclusion Strategy is a programmatic, evidence-based approach to help us understand and remove bias and other cognitive barriers from policies, processes, systems and decision making. It supports our aim to build the strongest foundations by making sure we apply an inclusion lens to everything we do, and by promoting a culture where colleagues can thrive. We have five clear strategic priorities.
Partnering across our business to deliver inclusion
We believe that everyone has a role to play in making our business truly diverse and inclusive. Our established governance processes make sure we integrate D&I into decisions and policy development.
The D&I Centre of Expertise oversees our overarching D&I approach, strategy and portfolio, and we report to the Executive Committee on our strategy’s relevance and effectiveness, and on progress against our diversity targets. We also update the Board. Our People Networks champion members’ concerns and are sponsored by Executive Committee members. Our Colleague Board also helps shape and influence D&I plans. We review policies every year, updating them when needed.
In 2018, we announced a five-year programme to modernise our property estate and consolidate BT Group’s footprint, reducing from more than 300 locations to around 30.
Our new locations are created with our colleagues in mind. The services and facilities in our buildings include a host team in our strategic hubs, flexible workstations, communal areas, multi-faith rooms, rooftop terraces, extensive office biophilia, tech bars, relax and refuel areas, and health and wellbeing facilities including cycle storage, showers and changing rooms.
These are more than just buildings to us. They underpin our transformation and are a symbol of the kind of company we’re becoming – modern, flexible, customer and colleague focused, with seamless tech and spaces that make you feel good.
2022 Gender pay gap
Our overall UK gender pay gap figures have decreased this year to 6.1% median and 3.7% mean, versus 6.7% and 5% in 2021. While both the median and mean figures still sit significantly below the telecommunications industry, we are not complacent and we are doing more to attract, recruit and retain women in order to achieve balanced gender representation at all levels across the business.
2022 Ethnicity pay gap
Although UK organisations are not legally required to publish their ethnicity pay gap, as part of our overall commitment to D&I, we have published our third Ethnicity pay gap (EPG) figures.
At the snapshot date of 5 April 2022, our median (binary) ethnicity pay gap was -1.2%, a reduction from -2.7% in 2021. The mean (binary) ethnicity pay gap was -0.3%, an increase from -0.1% in 2021.
Like last year, we have examined our UK EPG data in more granular detail. This is because we recognise that a binary ethnicity pay gap can mask the disparate issues that people from different ethnic groups face at work and in wider society. Examining the data at a more granular level provides a more nuanced picture:
Pay gaps by ONS ethnic groups
Asian / Asian British
Black / African / Caribbean / Black British
Mixed / Multiple ethnic groups
Other ethnic group
We recognise that we currently have unequal representation of different ethnic minority groups across the different roles and levels within the business. To address our current ethnicity pay gap, and improve ethnic diversity across BT Group, we are delivering a number of initiatives to attract, recruit and retain more people from ethnic minority backgrounds.