Great place to work: Equity, Diversity and Inclusivity (EDI)
We’re committed to building an inclusive and diverse workplace where colleagues are happy and confident to be themselves and know they will always be warmly welcomed.
Creating a lasting culture of equity, diversity and inclusion is about building collective knowledge and confidence, measuring diversity , inspiring leadership and ensuring our processes and policies are fair and impartial.
Women in Leadership
Whilst progress is being made we recognise that there is still more work we need to do to close the gap further and are committed to doing more to support our female colleagues in progressing to higher paying roles.
In 2024, we were proud to once again run our Intentional Allyship programme, created to inspire and equip the next generation of senior leaders. The programme is specifically aimed at female colleagues and colleagues from ethnically diverse backgrounds with a focus on skills development, career advancement, and building an inclusive culture. Participants take part in bespoke live learning workshops, mentoring circles with senior leaders, sponsorship, and reverse mentoring.
We have a target to increase the proportion of female store managers to 30% by 2025. We report on our progress annually in our Brighter Living report, and our efforts continue to ensure a steady supply of potential leaders into successor positions.
Inclusion at Asda
To support us on our inclusive and diverse workplace journey we have a range of initiatives and projects on the go…
- Colleague NetworksSponsored by senior leader ambassadors, our networks work to drive inclusive behaviour and create positive change across every area of the business. They include: Accessibility, Ethnicity, LGBTQ+, Wellbeing and Women in Asda. Alongside our networks, we run regular campaigns events to educate, raise awareness, and dispel negative stereotypes and misconceptions around marginalised communities.
- Colleague Advisory PanelOur Colleague Advisory Panel brings together colleague chairs from our elected groups, including trade unions, and co-chairs from our inclusion networks. The panel meets with our Executive team each quarter giving the panel the opportunity to provide feedback on business proposals and offer insight based on their lived experiences.. We established this panel voluntarily, meeting the recommendations of the UK Corporate Governance Code for listed companies.
- Menopause Friendly WorkplaceWe recognise the significant impact menopause can have on lives and are committed to creating a supportive and accommodating environment for colleagues impacted by menopause. Our Menopause Policy raises awareness and provides support for our colleagues and their families by outlining resources and adjustments. All Line Managers have access to training on menopause at work, which we run in collaboration with our partners Henpicked.
LGBTQ+ Pride Month
It’s important that we focus on community strength and solidarity throughout the year. In 2024, we encouraged and promoted attendance to Pride parades and saw colleagues from stores across the country celebrating at these parades showing that Asda is proud to support Pride. We encourage all colleagues to be active allies to the LGBTQ+ community. Being an active ally can include anything from challenging non–inclusive behaviour or language, to championing and supporting each other.
Over the last five years we have donated close to half a million pounds directly to LGBTQ+ charity Diversity Role Models. This donation supports Diversity Role Models with the work they do in educating children within schools on LGBTQ+ topics, and to stop bullying through education.
Gender Pay Report
Measuring the gap. Asda’s Gender Pay Report 2025 provides our data across our retail and logistic sectors and demonstrates a year-on-year reduction in its mean pay gap.
Beyond the Uniform: Helping the Armed Forces rediscover their everything after service.
We want everyone to be able to find their everything at Asda. That’s why we’ve been part of the Armed Forces Covenant since 2014. Our Silver status shows our dedication to supporting military personnel after service. It’s about guaranteeing interviews for people who have left service, who meet the minimum criteria for a role, as well as providing leave for reservists’ training, support for cadet training, and supporting employment opportunities for their partners.
In fact, we hire more than one thousand new colleagues from the Armed Forces Service Leaver Community every year.
Supporting our Asda communities
In 2024 we expanded our successful Supported Internship Programme, offering year-long work experience placements to over 70 students with learning disabilities or learning difficulties. We are delighted to continue collaborating closely with charity DFN Project SEARCH, expanding the initiative to a total of 11 stores in 2024, with further stores planned for 2025.
The programme aims to give young people with special educational needs a taste of a real-life working environment. Only 4.8% of people in England / 4.1% in Scotland with a learning disability go on to secure paid employment once their education finishes compared to 80% of their peers. The DFN Project SEARCH initiative provides students with the life-changing opportunity to learn new skills and grow in confidence whilst in full-time education so that they can gain paid employment once they finish their studies.
