At Colt, we strive to build an inclusive workplace thriving on diversity. The release of our 2020 Gender Pay Gap report is an opportunity to reflect on our progress and understand the impact we are making upon this goal. The latest figures, reported retrospectively of course, show that we have made progress with regards to our overall wage gap. We still have work a lot of work to do but our approach continues to be proactive and data driven, as we seek to reduce and eliminate the gap.
Over the past year, we have also worked with our wider eco-system to raise awareness of how bias can impact decision making; rolling out inclusion training for people managers. To make the process of re-joining the world of work after a career break as smooth as possible, we launched Returners@Colt for those seeking to re-enter the corporate world. Network 25, our women’s network, has been key in providing networking and development opportunities for women in our business. We’ve also been keen to support the next generation of young women and work in community outreach and partnering to support young girls to aim high and expect a fairer workplace.
Over the coming 12 months, we will focus on embedding inclusion in everything we do, for example, rolling out policy improvements to promote new ways of working that support an inclusive environment. The next stage of our Best Brave Self programme – our initiative by the women of Colt for the women at Colt, is also coming soon and our aim is to reach even more of Colt’s women with this inspiring series. We will continue working with our external and internal networks and collaborating across our business to ensure we find ways to progress women and retain great talent.
You can read more about this in the below report
Louisa Gregory
29 April 2021
Recent posts
Colt successfully completes the deployment of fibre network infrastructure along the Channel Tunnel, seamlessly connecting London and Paris
The importance of connectivity for smart manufacturing
