Inclusion and diversity
At Tesco, we’re committed to creating a truly inclusive environment where everyone is welcome and feels able to be themselves regardless of race, religion or belief, ethnic or national origin, colour, nationality, sex, gender identity, gender reassignment, sexual orientation, age, disability, marriage and civil partnership, pregnancy and maternity, political opinions or trade union affiliation.
We value and embrace the diversity of backgrounds, skills and experiences that our over 440,000 colleagues across the world bring to our business to help us serve our customers a little better every day. We are proud to have a culture which enables all of our colleagues to grow and develop their career at Tesco.
The Tesco PLC Board is fully committed to building an increasingly diverse business where all colleagues are given equal opportunities through recruitment, training and development and actively champion and support our Colleague Networks and training on the importance of Inclusion.
We strive to create a workforce that reflects our customers not only here in the UK, but worldwide. Our aim is to attract and welcome a diverse range of applicants from all walks of life.
All of our applicants and colleagues will be treated fairly and as such we have a zero tolerance approach to bullying, discrimination or harassment of any kind at Tesco.
UK Colleague Networks
Through our support of the colleague networks we are able to inspire colleagues to be themselves at work. Colleagues can come together to discuss shared concerns, find out how others manage their careers and meet other people in different areas of the business. The aim of our colleague networks is to promote equality throughout the organisation by supporting personal and career development.
We work with a number of external organisations to support us with this including Inclusive Employers, Business in the Community, Business Disability Forum, Stonewall, and Investing in Ethnicity. We have 5 Colleague Networks in the UK:
1. Out at Tesco (Lesbian, Gay, Bisexual and Transgender and Intersex + Network)
Out at Tesco was established in 2009 and is one of the largest LGBT+ colleague networks in Europe.
The network supports colleagues with mentoring, career development and support when they need it most, so that they feel confident to be themselves at work. We want to connect our members together in a safe environment and provide a place where they can seek advice and confidential support on matters that are important to them. Out at Tesco also advocates on behalf of our LGBT+ customers, and works across the LGBT+ community to support a number of initiatives.
We’re delighted to take part in Pride and this year were joined by over 1,000 of our colleagues from across the Tesco Group. We support a number of Pride events across the country.
We are a proud member of Stonewall Global Diversity Champions Programme and the Open for Business coalition to support LGBT+ inclusion around the world.
In addition, we are also signatories of the United Nations Standards of Conduct for Business on tackling discrimination against LGBTI people.
2. BAME at Tesco
Along with the communities we serve, our workplace is becoming more diverse. BAME (Black Asian and Minority Ethnic) at Tesco aims to make a difference by raising awareness of diversity, culture and inclusion within Tesco. The network’s vision is to connect colleagues from across the business providing them with the opportunity to share experiences and understand how they can progress their career at Tesco.BAME at Tesco have a partnership with Business in the Community, which enables the network to connect with like-minded groups within other organisations and share
3. Women at Tesco
Women at Tesco have told us that they want to feel inspired and empowered to drive their careers forward. They want to be able to get advice and listen to life stories from both leaders and their peers in order to help them make the right choices.
We will facilitate the opportunity for all colleagues to be part of our wider network and encourage colleagues to build their own network which supports them through every stage of their career. Women at Tesco champions gender diversity and promotes a culture of diverse and inclusive thinking, where women feel confident to share their views and articulate how they add value to the business.
Tesco are part of the 30% Club, a campaign group of Chairs and CEOs taking action to increase gender diversity on boards and senior management teams. We have signed up to a PWC led initiative called Tech She Can which aims to encourage women to consider careers in Technology.
We committed under the HM Treasury Women in Finance Charter to have one third female representation at Board, Executive Committee and Direct level at Tesco Bank by end of 2022.
4. Armed Forces at Tesco
We work to support colleagues and people in the Armed Forces community. Armed Forces at Tesco brings together both former and current members of the Armed Forces and those who want to show their support, as well as coordinating activities to help colleagues meet each other and find their way at Tesco. For us there are three groups of people we think we can make the biggest difference to.
The first is in providing support to former service personnel in their search for a civilian job – this may not necessarily be with Tesco. We recognise the value of their exceptional transferable skills such as leadership, an ability to cope under pressure, and the ability to work in a team as a part of a large-scale organisation. If veterans decide a career at Tesco is for them then they can be assured that the support does not end with their employment. For example, Veterans who suffer from Post-Traumatic Stress Disorder can have up to ten days (pro rata) off work to attend specialist treatment through a recognised support organisation each year.
Recognising the qualities military service brings to people in our business, we also seek to support colleagues who are reservists. Tesco’s policies allow them paid time off to attend compulsory two week training each year and an additional five days off (pro-rata) each year to support their reservist activities.
The final group we’re looking to support is the families of serving members of the armed forces. Where we have family members of service personnel employed, we will be flexible and accommodating to allow them to have time off before their loved one is deployed. We also work to transfer colleagues where they need to move elsewhere in the UK due to military reasons.
We are proud to be a Gold member Government’s Armed Forces Covenant which is a promise from the nation that those who serve or have served in the armed forces, and their families, are treated fairly. We first signed the Covenant in 2014 and re-signed again in 2018.
5. Disability at Tesco
The purpose of Disability at Tesco is to empower and inspire all colleagues with disabilities in their lives.
The network aims to provide colleagues with the platform and a voice to make real change and show that everyone is welcome at Tesco. The focus is not only on supporting colleagues and developing talent, but also supporting the business to be a proud ‘disability confident employer.
We are accredited as a ‘Disability Confident Employer’ (level 2). As a business, we are taking all of the core actions to be a Disability Confident employer. We offer activities to get the right people for our business and have programmes in place to keep and develop our disabled talent.
In the UK, we have established a strong relationship with Remploy and Shaw Trust, who help us find skilled and dedicated people with disabilities to work with us. We also provide a work experience programme for disabled children through the British mobility charity, Whizz-Kidz.
We have a partnership with the Business Disability Forum, which provides support and expertise in building disability-smart organisations to improve business performance by increasing confidence, accessibility, productivity and profitability. They do this by bringing together business people, disabled opinion leaders and government to understand what needs to change if disabled people are to be treated fairly, so that they can contribute to business success, to society and to economic growth.
Many older people wish to remain in work or semi-retirement and our customers value older people's experience. In the UK, we include people of all ages in our apprenticeship, A-Level and graduate programmes, giving them the opportunity to develop their careers.
Through our Regeneration Partnership stores, we guarantee a significant proportion of jobs for long-term unemployed people. This is in addition to the work we do to attract applications through Jobcentre Plus to all our UK stores.
We have clear UK policies regarding the recruitment, training and working hours of children and young people within our business. The policy information also outlines our approach to safeguarding to promote the welfare of children and protect them from harm.
Following a very successful pilot last year, we are rolling out a pre-employment programme to over 100 stores across the UK to support young people facing barriers to work, due to disability and health conditions, into employment. The programme is in partnership with Remploy who will provide confidence and self-esteem training prior to young people completing a 2-week placement in one of our stores.
For more information contact our corporate responsibility team - email@example.com