Diversity & Inclusion | Oliver Bonas US

equity, diversity & inclusion

At Oliver Bonas, our promise is to do our bit to make living a joyful experience and give cause for optimism. This promise is central to our work in equity, diversity and inclusion. To bring joy to others, we must first ensure everyone at OB feels valued, included, and can be themselves at work.

EQUITY VS. EQUALITY

Why equity is important

The ‘E’ in our EDI work (formerly equality) now stands for equity. These two words look and sound very similar, however, the implementation of one against the other can lead to a dramatically different outcome for all.

Equality means each individual or group of people is given the same resources or opportunities to reach an equal outcome. Equity recognises that each person has different circumstances and allocates whatever resources and opportunities each individual needs, personal to them, to reach an equal outcome.

For example, in an equality model, a sports coach would give all players the same shoes. In an equity model, the coach would consider each player's position (taking into account any extra needs or challenges) and provide them with the shoes they need to reach the optimum outcome. It's a process that involves acknowledging that people start from different places and providing them with the resources and opportunities they need to be successful.

Our equitable approach is illustrated most notably through our transparency statement, but it goes beyond that – from positive action and reasonable adjustment at recruitment stage to ensuring that all our team members are set up for success at every stage of their time with us. Our transparency statement comes from having reflected on where we need further representation and how important it is that we stay engaged with this crucial conversation.

EDI AT OLIVER BONAS

Our approach to EDI

At a company level, we have set out our approach to EDI with our Leadership Team, who are committed to leading on all our initiatives and conveying that message across the business. How we do this:

Accountability

We have a sense of responsibility to equip all our teams with educational and supportive resources, empowering everyone to learn more about equity, diversity, and inclusion. We empower our managers to promote a sense of belonging within their teams, but also recognise that it is everyone’s responsibility to ensure that OB is an inclusive place to work.

Measuring and evaluating change

Measuring the impact of our policies and processes on our team’s sense of inclusion and belonging is very important to us, so we will continue to evaluate these, ensuring our EDI values are embedded throughout everything we do.

Advocacy

We have made significant changes to our recruitment practices, helping us work towards our commitment to the British Retail Consortium charter. We are also looking at how progression is assessed to ensure a fair and equitable treatment for all throughout Oliver Bonas.

Research and innovation

As well as listening to our teams, what are we doing with the information that we are presented with? What needs to change? Through research and innovation we will continue to foster a supportive environment.

Making and maintaining meaningful partnerships

Whether internally through our Voices Network or through existing external partnerships and collaborations, we strive to engage in meaningful ways with our teams across stores, Support Office and distribution centres, as well as other organisations who share our values.

Our Voices Network

Since 2019, we have had a Diversity & Inclusivity Team in place, made up of volunteers from our Chessington Support Office, to help compile a calendar of events to celebrate diversity as a business in both a meaningful and organic way. The Voices Networks are a community of people offering an opportunity to get together to share experience, support one another, contribute to strategy ideas and support the wider Diversity & Inclusivity Team. We currently have seven Diversity & Inclusivity networks:

• Black & Mixed Heritage Voices
• Asian & Mixed Heritage Voices
• LGBTQ+ Voices
• Disabled & Chronic Illness Voices

• Growing (B)older Voices
• Neurodiverse Voices
• Parent and Carer Voices

Our Black & Mixed Heritage Voices Group organised a Taste of Heritage event for 2024’s Black History Month with guest speaker Chloé Bertrand, founder of afrorama.

Proud to be Disability Confident: Level 2 employers

Disability Confident is a government initiative designed to encourage employers to recruit and retain disabled people and those with health conditions. It is voluntary and has been developed by employers and disabled people’s representatives to help employers make the most of the opportunities provided by employing disabled people.

Disability Confident has three levels that have been designed to support organisations:

• Level 1: Disability Confident Committed
• Level 2: Confident Employer
• Level 3: Disability Confident Leader

Employers carry out a self-assessment to test their business against a set of statements about employing disabled people. The assessment is designed to enable businesses to focus on what they are currently doing and any additional steps that are needed.

Oliver Bonas is proud to be at Level 2 and we continue to progress on our Disability Confident journey. Further information is available on the DC website.

We consider EDI to be a work in progress, as it is a continual commitment and one that remains a priority for our EDI team and our Founder and MD, Olly Tress.