O2 commits to disability inclusion by joining Valuable 500

Telecommunications firm O2 has announced its commitment to increasing disability inclusion across its business by joining The Valuable 500 movement during National Inclusion Week. The Valuable 500, launched in January 2019 by business campaign group #valuable, is a year-long campaign that aims to gain commitments from 500 private sector organisations to support disability inclusion and equality. 

Along with over 100 other companies and brands, such as Barclays, HSBC, RBS, PWC, Deloitte and KPMG, O2 has become the latest company to pledge its commitment to disability and raise awareness about disability in the workplace. O2 believes that joining this global initiative will strengthen its pledge to become a ‘leading’ inclusive employer of choice.

‘GOOD BUSINESS SENSE’

“At O2 we recognise the importance of having a diverse, balanced and inclusive workforce, and have a bold ambition to be a leading inclusive employer. So I’m delighted to announce today that we are joining The Valuable 500, ensuring that our people with visible and hidden disabilities are represented and championed across our organisation,” stated Mark Evans, CEO of O2. “As a customer-led business, it’s vital that our workforce reflects and understands the needs of all of our customers. It not only makes good business sense, it also creates happier and more productive teams where everyone is given the opportunity to excel and succeed.”  

O2 says it will be using this year’s National Inclusion Week to inform its people about joining The Valuable 500, as well as ‘calling on them to make their own personal inclusion commitments’. Throughout the week there will be workshops, lives streams and engagement organised in close collaboration with the company’s BAME network, Women’s Network and LGBT+ network – Proud at O2.

INCLUSIVE INITIATIVES

According to O2, it has launched a number of ‘industry-leading, inclusive initiatives and activities’ that have driven ‘positive’ change at the company this year. Earlier in May this year, for example, it updated the company’s Family Policy, which saw paid paternity leave increase from 2 to 14 weeks for all permanent employees, heterosexual and same-sex couples and partners welcoming a baby via adoption or surrogacy. 

Then in June, it published a transitioning toolkit developed in partnership with Stonewall, to mark International Day against Homophobia, Transphobia and Biphobia, offering support for employees going through or considering a gender transition journey, as well as advice for their managers.

According to O2’s Director of Business and Executive Sponsor for Inclusion, Jo Bertram, “We’ve had great success in 2019, launching some industry-leading inclusive initiatives, but we want to be continually pushing ourselves to do more, be more ambitious, and make changes. Building on our progress, and in order for us to be a true leader, it’s great to be able to share the news that we are bringing disability inclusion onto our agenda as we join The Valuable 500. For me, moments like National Inclusion Week are vitally important as they highlight the importance of doing the right thing for our people and communities, not as a one off, but whole year-round.”