- Recruiting, Diversity
- Company size
|Open to discussing flexible work arrangements at interview stage|
|Gender pay gap||0%|
|Paid maternity leave at full salary (not including government-funded parental leave)||6 weeks|
|Minimum tenure required to be eligible for paid maternity leave||0 months|
|Paid paternity leave at full salary (not including government-funded parental leave)||6 weeks|
|Minimum tenure required to be eligible for paid paternity leave||0 months|
|Uses gender neutral language for parenthood|
|Shared Parental Pay set at Government Statutory Pay|
|Continuation of pension contributions on the unpaid portion of maternity leave||Top up of £1,100|
|Return to work retention *|
|Programs for parents returning to work after Parental Leave||No|
|Domestic and Family Violence policy|
|Opportunities to purchase leave||No|
|Employee Assistance Program (EAP) program||In development (July 2018)|
|Breastfeeding rooms||100% remote workforce|
|Leadership development programs||No|
|Targets to raise the number of women in leadership||Currently, 66% women in leadership|
|Targets to raise the number of black, Asian, and minority ethnic (BAME) individuals in leadership||No|
|Flexible work arrangements to accomodate cultural and religious events|
|Employee-led diversity networks||No|
|Internal women's networking groups||No|
|Employee engagement scores year on year *|
|Employee turnover rate *||0.5%|
|Paid volunteer days||1|
Our mission (hopefully yours too)
To finally put an end to workplace discrimination, so that everyone is valued equally, and businesses can enjoy the benefits of a gender diverse workforce.
WORK180 is an international jobs network that connects smart businesses with the very best female talent. We pre-screen every employer on our jobs board to see where they stand on pay equity, flexible working, paid parental leave, equal opportunities and a range of other criteria. This information is made public so everyone knows what to expect from the employer before applying for a job. We also recognise initiatives that support diversification of age, ability, ethnicity and sexual orientation and are evolving our criteria based on your feedback.
Sometimes an organisation fails to meet our criteria, but recognises the need for change. In these cases, we advise them on what the best practice policies and initiatives are so they can improve the way they do business and attract better employees.
We also help our candidates elevate their career prospects by providing tools and advice to support their objectives.
While our focus is on empowering women in the workplace, what we’re really trying to achieve is equality for all employees. We recognise that the concept of gender is changing. That’s why we include questions inclusive of the variety of gender identities during the pre-screening process.
We know there’s a long way to go, but the change we’re seeing is astounding. Corporations like Microsoft, BHP and AustralianSuper are proving that no business is too big to make the transition. Start-ups like Wilcard Money, Code Barrel and KeyPay show that no one is too small.
It’s an exciting time for workplace equality. And we’re just getting started.
In April 2018, WORK180 arrived in the UK.