The stories below show how we’re working to close the gender pay gap and create positive opportunities for our staff.
Closing the gender pay gap, a word from HR:
Snjezana Langford, Recruitment Co-ordinator
We believe that the process of closing the gender pay gap begins right at the start – at the job design and recruitment stage. We’ve created specific recruitment practices that will help us to make a positive change, like blind shortlisting; competency based interviews; diverse selection panels and transparent advertising.
Our flexible working policy, which offers variable work locations and hours, is family friendly and encourages applications from people of different backgrounds.
Although our Gender Pay Gap has improved this year, we want to keep moving in this direction. We are keen to introduce more flexible career and development pathways, which will help us create a diverse and inclusive working environment with equal opportunities for all.
Striking the perfect work-life balance:
Vishal Badiani, Senior Finance Officer
My son was born recently and I was very keen to be involved in his care and not miss out on this important and special time in his life.
With the support and encouragement of the National Deaf Children’s Society, I was the first male employee here to take shared parental leave. I took 3 months of leave, which was really valuable to me and my family.
The family friendly policies at the National Deaf Children’s Society supported my return to work too. I was able to plan my hours around childcare and work from home once a week.
This means I can strike the perfect work-life balance, playing a big part in family life whilst developing my career.
Moving on up through the charity:
Joanne O’Donnell, Deputy Director: Operations, Scotland and Northern Ireland
I joined the National Deaf Children’s Society in 2011 as an Early Years Development Worker. It was an exciting time as the first early years’ project in Scotland was just kicking off. Passionate about the mission of the charity, I was eager to build my career here.
My 6 years on the frontline – meeting families of deaf children – meant I gained a really in-depth understanding of the issues and barriers that deaf children face. Over that time I took part in the regular internal training that the National Deaf Children’s Society holds.
By 2017 I felt more than ready to move into a more senior role, and jumped at the chance to apply for the Business Manager role. I was thrilled to be appointed and my line manager helped me to develop further. I was given responsibilities to plug any skills and knowledge gaps, went on training courses and was connected to an external mentor.
With all of this support I went from strength to strength, and soon found myself encouraged to take on interim responsibilities for the Country Director. Over a whirlwind five months I took on further line management duties and oversaw services in Scotland and Northern Ireland.
It was a great opportunity to test myself and grow within a supportive environment. It gave me the tools and confidence I needed to apply for the next level. Last year I made the step up to Deputy Director: Operations, Scotland and Northern Ireland. I’ve been supported all the way, so it felt more than possible to develop my career quickly at an organisation I care about.