Inclusion at the FT

At the FT we want to create an environment where people can bring their authentic selves to work and feel valued. This very much includes engaging with disabled people and giving them confidence to apply.  

Why is it important to your company to employ disabled people?  

We recognise that having a diverse workplace is best for many reasons. Not only does it improve creativity and increase productivity, a more inclusive environment leads to greater stability, leading to reduced sickness rates and better retention of our diverse talent. Furthermore, a diverse workplace better reflects the general population, which helps us gain better insight into, and greater understanding of, our audience. 

  

Have you got any other inclusive Recruitment Processes other than advertising roles on Evenbreak?  

To minimise unconscious bias, we remove names, ages and addresses from all CVs. We offer reasonable adjustments on all our job descriptions. All our hiring managers have taken part in training such as “UnconsciousBias” and “Inclusive Leadership”.  

We aim for 10% of our recruits to be disabled people. 

Do you offer flexible working?  

Yes – we support flexibility in the way you work, including working from home, job sharing, compressed weeks, and flexible working hours. We also offer enhanced parental leave, flexible leave allowance and paid volunteer leave.  

  

Have you been recognised for Inclusion?  

In 2019 The FT was the winner of the “RNIB Employer of the Year Award” RNIB See Differently Awards. This year we are finalists in the RIDI Making a Difference – Private Sector Category for the work we are doing around Early Careers.   

The Financial Times participates in the Disability Confident Employers Scheme and is currently on Level 2 – Disability Confident Employer.  

  

What else do you offer disabled employees?  

As well as a flexible working policy, we have a flexible working environment. There are accessible toilets on every floor, accessible showers, adjustable desks, sofa areas, collaborative areas and quiet areas. We have had an audit of Bracken House building via Disability Rights UK and are working through their suggestions for improvement while prioritising changes by listening to our disabled colleagues. For example last year we developed an alternative to the fire alarm alert system for our colleagues with hearing loss.   

  

How are you encouraging a pipeline of young disabled employees to the FT?  

The current crisis launched us into an unprecedented expansion of remote, flexible working and given us the opportunity to expand our global online early careers programmes. 

We work with many organisations, charities, SEN Schools & Colleges offering access to our early careers programmes to disabled young people. We work with organisations such as Mencap, DRUK, Leonard Cheshire, RNIB and RNID. Programmes include: Work Experience, Workshops, Supported Internships, Kickstart Internships, OutReach and FT News School. Our programmes are all delivered online.   

    

Do you have an Employee Resource Group for Disabled Employees?  

Yes, FT Access is the ERG group at the Financial Times. Each ERG has a board member as a sponsor and the Board Sponsor of FT Access is our Head of Comms Finola McDonnell.  

We host numerous events and activities throughout the year including Purple Light Up in celebration of International Day of People with Disabilities, Neurodiversity Awareness Training, sponsor of NAS Summit in 2021, participated in the RNIB World Upside Down event, Deaf Awareness Training and Disability Awareness Training. 

  

What is the Financial Times doing to put disability on the boardroom agenda.  

As part of our D&I strategy we created a Global D&I Taskforce. Our ERG Sponsor for FT Access is on the Board and attends the monthly Taskforce meetings. These meetings are chaired by our CEO John Ridding and attended by ERGs and D&I Leaders and champions, providing the opportunity to discuss D&I areas affecting our employees. 

  

What are the FT doing externally to support and promote best practice?  

Disability inclusion is firmly on our leadership agenda. We are proud to be part of  The Valuable 500, which we joined in 2020. 

The Valuable 500 was launched at the World Economic Forum Annual Meeting in Davos in January 2019 with the ambitious goal of persuading 500 CEOs to make a public commitment to advance disability inclusion in their organizations.  

In a nutshell, why should a disabled candidate choose to apply to your company? 

The FT is committed to giving our people the flexibility they need to grow and thrive at work. We recognise the many benefits of having a workforce that reflects society today, for our employees and for us as a successful forward-looking business.  

Advertising our vacancies on Evenbreak demonstrates our commitment to disability inclusion. 

Click here to search for jobs at the FT. 

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