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, Resourcing Advisor
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.