Continuing to focus on our inclusive culture remains our priority. We are working hard to increase diversity across all career levels within our business and to provide the right environment for all our people to be themselves at work. We encourage and support our people to take ownership and responsibility for our inclusion agenda, which is aimed at ensuring mutual respect, and dignity is seen and valued as an integral part of our culture and the way we do business.
Our Diversity & Inclusion Leadership Group defines and executes our global inclusion strategy. Executive Sponsors and more than 40 senior leaders, supported by our Affinity Networks and a growing number of Diversity Champions, deliver action plans supporting gender, race, LGBT+, age, disability, agile and flexible working and mental health.
Delivering on our values is enabling our business to thrive, attracting and retaining the best talent and a diverse, engaged and innovative workforce. We are supported in this through our long-standing membership of Business in the Community (BITC), helping us to take a leadership role in contributing to inclusive growth and harness a collective desire to innovate, learn and improve the provision of fair working practices which deliver the changes needed to help lift people out of poverty and build stronger and more resilient communities through access to education, skills support and decent work. BITC is the oldest and largest business-led membership organisation dedicated to responsible business. As a long standing member we will continue to mobilise our collective strength as a force for good in society to:
We were one of 64 forerunner companies across 24 sectors that piloted BITC's new Responsible Business Tracker. The Tracker enables business to identify the key issues that need to be addressed to ensure long-term financial value, enabling both society and the planet to thrive.
We want DWF to be a place where everyone can give their best, develop their talents and play their part in making this a truly world class business. Yet, in more than half the world, LGBT people may not be protected from discrimination by workplace law and same-sex relationships are still criminalised in more than 70 countries.
As a legal business with a growing international presence and a signatory to the UN Global Compact, taking a global view on inclusion is not only the right thing to do, it also makes business sense. Those of us who feel confident to be ourselves at work are likely to feel more valued and therefore more motivated and more productive. Being a Stonewall Global Diversity Champion is helping us to create an LGBT inclusive workplace.
We strive for all our colleagues to have access to equal opportunity and respect wherever they are located. Alongside more than 235 of the world's largest businesses, we have made a global commitment in support of the UN Standards that aim to tackle discriminatory practices in the workplace, the market and the wider community.
We are the first legal business to be successfully re-accredited as a Clear Assured employer. This inclusive recruitment standard has helped us identify and remove barriers that have the potential to exclude disabled talent. As an inclusive employer, we want to see every candidate perform at their best and encourage candidates to tell us what workplace adjustments they may need to ensure we do everything we can to improve their recruitment experience.
Disability Confident is a scheme designed to help organisations to recruit and retain disabled people for their skills and talents. We are proud to be a Disability Confident Leader and strive to be an exemplar of inclusive best practice.
RIDI is a not for profit organisation that works towards removing the barriers that those with disabilities face while looking for employment and whilst in the workforce. In 2019, DWF's Director of CSR & Engagement, Ty Jones, was appointed to the Executive Board. This milestone strengthens our longstanding support to RIDI, now as a Gold Partner and as the first legal business to achieve Disability Confidence leadership status.
Working Families is the UK’s leading work-life balance organisation. As a Top 30 Employer, we are recognised as a business that has integrated flexible and agile working into our organisational strategy and culture. We continue to support and embed flexible and family friendly working policies and practices, encouraging healthy and sustainable ways of working.
We are a member of The Employers Network for Equality & Inclusion (ENEI) which is the leading employer network covering all aspects of equality and inclusion issues in the workplace. In 2019, we were one of only nine organisations to achieve Gold Standard in TIDE, the ENEI evaluation and benchmarking tool which measures a business's approach to diversity and inclusion in its workforce, leadership and strategy. We were delighted to be "Highly Commended" at this year's ENEI Awards for our efforts to advance social mobility and embed Apprenticeships into our emerging talent strategy.
PRIME is an alliance of law firms across the UK, committed to improving access to the legal profession through work experience. DWF is a member of the PRIME Board, recognising that we have a responsibility to advance social mobility to change lives and also change our profession.
In 2018, we signed up to the Social Mobility Pledge and took part in the Social Mobility Index. The Index ranks UK employers on the actions they are taking to ensure they are open to accessing and progressing talent from all backgrounds. We were placed 60th in the ranking of employers taking part and will continue to take action to improve access to employment where barriers disproportionately impact those from areas of deprivation.
DWF has become an early adopter of the Mindful Business Charter, a set of principles designed to change the way we work by helping us manage avoidable stress and promote a culture of openness around mental wellbeing. The Charter focuses on core principles, such as improved communication, respect for rest periods and the delegation of tasks. We know that working cultures won’t change overnight but recognising some of the factors that can affect our people’s mental health and committing to tackling them is a visible step in the right direction.
We welcomed the introduction of gender pay gap reporting last year. The main reason for our gender pay gap is that we have more men at senior levels in higher paid roles and a higher proportion of women relative to men in roles which fall within our lower pay quartiles. To speed up the pace of change within our own business, we are taking targeted and sustained action to drive improvements where there is currently under-representation. We are making positive progress, but we know that changing decades of imbalance in our business and sector is going to take time.
We published our 2017 Gender Pay Gap Report in accordance with the guidelines set out in The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.