Ways of working are changing within society and we have seen a huge shift during the COVID-19 pandemic. Our workforce encompasses five generations so we understand that everyone has different needs when it comes to balancing work and other aspects of their life. We also recognise that for a global business to be successful, embracing and supporting flexible, asynchronous and distributed working is essential. We believe that a flexible working environment enables us to build a high performing, inclusive, collaborative and customer focused culture.
We have a number of employee networks for our people including Neurodiversity, LGBTQ+ (Just Like Q), Ethnicity (RISE), Menopause, Disability and Carers, Ex-Military, and Gender Balance. The aim of the networks is to encourage education and awareness amongst us all, providing support for our colleagues, creating an environment where we can all be our true selves at work and to contribute to and influence policy on diversity and inclusion.
QinetiQ is subject to Gender Pay Gap Reporting legislation and our Gender Pay Gap reports are available here:
- Gender Pay Gap Report 2020
- Gender Pay Gap Report 2019
- Gender Pay Gap Report 2018
- Gender Pay Gap Report 2017
Case Study: Reverse mentoring
In FY20 we worked with our early careers community to develop a new programme of reverse mentoring. The aim is to encourage partnerships between junior and senior communities, where the junior person is the mentor. Through the programme we provides opportunities for both mentee and mentor to learn new skills, listen and share perspectives and value our differences. The first cohort included 10 senior leaders as mentees including two members of our Global Leadership Team. Based on the success of the first cohort we will be rolling the programme out further.
Graham Ollis, International Integration Director: “I can honestly say I’ve started doing things differently since I’ve been working with my Early Careers mentor.”