Report published July 2022
Florence's team is made up of two parts; our office colleagues and our nurses, carers and support workers.
To understand how we are doing in both teams, we did two anonymous surveys in January 2022.
These surveys asked about age, education, ethnicity, religion, disability, pronouns, gender identity, sexual orientation and caregiving.
Our results are benchmarked against the most recent census data from the UK population.
In future we’ll also benchmark ourselves against previous reports, as we aim to continue to improve diversity, equity and inclusion across our teams.
1. Overall, our office team represents the wider UK population.
2. The number of people in Florence’s team who self identify as part of the LGBTQIA+ community is lower than we would like.
3. Senior members of our office team are less diverse compared to the wider Florence team.
4. Our nurses and carers showed a higher range of diversity in most categories when compared to our office team; including in ethnicity, LGBTQIA+ and caring responsibilities.
- 50% of Florence’s office identifies as female, 48% as male and 2% as other/non-binary/preferring not to say.
- Our nurses and care workers are 66% female and 32% male, with the remaining 1% choosing ‘non binary’ or preferring not to say.
- Florence’s leadership team is 31% female and 69% male.
Although 50% of our head office colleagues identify as female, there’s a disparity in how they feel about communication, collaboration and decision making compared with those who identify as male.
This is something we need to address and improve. We are working with employee groups and using surveys to ensure we do this.
- 91% of our office staff don’t identify as part of the LGBTQIA+ community, with 9% identifying as LGBTQI+ or preferring not to say.
- 3% of our nurses and care workers identify as part of the LGBTQIA+ community, with 5% preferring not to say and 91% saying they don't identify as LGBTQIA+.
In the UK, 35% of LGBT employees have hidden their sexual orientation in the workplace. Our aim is to make our workplace an inclusive and supportive environment for everyone.
We’ll be working to improve this by recruiting with our specialist partner myGwork, and ensuring our LGBTQI+ group supports each other and identifies further actions to take.
A caregiver is someone who is responsible for caring for a child or an adult.
At Florence, 10% of our office staff are caregivers and 16% of our nurses and carers are caregivers.
In the UK, one in eight adults (12.5%) have caregiving responsibilities, with five million people juggling care responsibilities with work. Our office team is not currently representative of the wider UK population.
As a leader in the care industry, we're aware we need to improve the way we promote flexible working hours across our teams; this will help us be more supportive to our caregivers.
- 98% of head office staff do not identify as having a disability.
- 97% of our nurses and care workers do not identify as having a disability.
In October-December 2020, 20% of working age people (16-64) were recorded as disabled. It’s clear we’re not where we want to be here and we have a lot to work on.
We commit to improve the way we attract, hire and keep people with varying abilities.
Understanding: We will run focus groups and survey our head office and worker teams to make sure we’re being the best we can be.
We will provide our team members with a toolkit of useful resources to ensure our awareness is best in class.
We plan to rollout Inclusion and Diversity Awareness training throughout 2022.
We commit to holding more person-centred discussion sessions as part of our Lunch and Learn programme focussed on inclusion, diversity and awareness.
Celebration: We will continue to build awareness and celebrate diversity through our global Inclusion Awareness campaigns throughout the year.
We are asking everyone to support and engage with our global inclusion events and Lunch and Learns.
Events: We are seeking more members for our Culture Club across the business and will work with managers to build an even more social and collaborative culture.
Collaboration: We will work together with our people team, IDEA Champions and management team to drive our DEI agenda forward.
The collective focus is to make sure we stick to our aims within the company and throughout the hiring process to help build an inclusive and diverse culture.
Training - we will review our training programme for all head office team members. This covers onboarding, communications, team building, inclusive language, managerial and DEI-specific training.
We will train all hiring managers on how to reduce bias throughout the hiring process.
It’s important we hold ourselves accountable to our mission.
Throughout the year we'll check how we're tracking to our goal to make Florence an inclusive and supportive place for everyone.
We will add diversity monitors to our hiring process and product to give us visibility on how we're meeting our aim to create a more diverse workplace.
We will continue to monitor our engagement, applications, recruitment, development and leavers by diversity and demographic profiles, and work to address any issues uncovered.
