Inclusion policy


Last updated: 11/05/2016

Everyone is Welcome at Tesco. We aim to attract and develop talent wherever it exists and build teams which reflect our local communities so that we can provide the best service to our customers in stores both large and small.

An inclusive workplace is one where everyone is treated with dignity and respect. Where the talents and skills of different people are the thing that’s most valued and where productivity and customer service improve because the team is happier, more motivated and more aware of the benefits that inclusion can bring.

We want to encourage everyone in our business to reach their potential – whoever they are, wherever they work, whatever they do. We are committed to ensuring that during all aspects of your employment with us including recruitment, training and development, that all colleagues are given the same opportunities as everyone else.

The Tesco PLC Board is right behind our approach to building an increasingly diverse business and they support our employee engagement networks and training regarding unconscious bias.


We believe in creating good jobs at all levels, wherever we are in the world. We won’t unlawfully discriminate on the grounds of race, religion or belief, ethnic or national origin, colour, nationality, gender, gender reassignment, sexual orientation, age, disability, marriage and civil partnership, pregnancy and maternity or political opinions.

We also won’t unlawfully place colleagues at a detriment on the grounds of employment status – fixed term or part time, or membership/non membership of a trade union or other such organisation. 

UK Colleague Engagement Networks

We recognise the importance of career sponsorship, mentoring and networking to support the development of talent wherever it exists. In particular, we want to encourage our colleagues for whom life experience, background or ‘traditional’ role in society has the potential to create barriers. Through our support of the self-governing employee engagement networks we are able to inspire colleagues to be themselves at work. We work with a number of external organisations to support us with this including Inclusive Employers, Business in the Community on their gender and race streams, ENEI and the Vanguard Mercer Network Group. As well as this we currently have four colleague networks:

Out at Tesco (lesbian, gay, bisexual and transgender and intersex) Network

Out at Tesco was established in 2009 and is one of the largest LGBTI colleague networks in the UK with over 1,500 members across the Tesco Group.  We want to attract, support and develop our Lesbian, Gay, Bisexual, Transgender and Intersex colleagues so that they feel confident to be themselves at work. The network also acts as a confidential advice service for all colleagues.

The network supports Pride in London Parade along with various other Pride events across the UK.

We are also a member of Stonewall and also support Open for Business in their coalition to support Lesbian, Gay, Bisexual & Transgender (LGB&T) inclusion around the world

Black Asian Minority Ethnic Network

The network aims to connect colleagues from across the business. It aims to give colleagues the opportunity to share experiences and understand how they can progress their career at Tesco.

The network and the networks priorities are currently being reenergised.

Women in Business Network

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. The Women in Business network 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.

We have recently joined Everywoman, the world's largest network and learning and development platform for women in business.

We welcomed the aspirations of the Women on Boards (‘Davies’) Report on gender diversity and we have made significant progress in recent years in developing senior women. The percentage of Group colleagues who were female in 2015/16:

  • Board of Directors: 27%
  • Senior managers - Directors: 24%
  • Senior managers - Directors and managers: 32%
  • All employees: 57%
The Armed Forces Network

We work to support colleagues and people in the Armed Forces community.  Our network’s purpose is, “To help our armed forces and their families a little better, every day”.  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 off (pro rata) 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 recently signed the 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.


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. We comply with mandatory retirement ages in countries where they exist.

People with disabilities

We have signed up to the UK Government’s ‘two ticks’ initiative which means that we are positive about employing disabled applicants, raising disability awareness and making every reasonable effort to support disabled colleagues to stay in employment. We work with Jobcentre Plus in keeping with our commitment.

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 are also a member of 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.

Other groups

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.


Young People

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 -