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 2023, 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’re a proud partner of LEAD (Leading Executives Advancing Diversity) network working to attract, retain and advance women in the retail industry through education, leadership, and business development. We are also a signatory to the LEAD Network CEO Gender Parity Pledge, extending further our commitment to building an inclusive and diverse workplace.
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 drive 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.
- CommittedWe 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 2023, 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.
For the last five years we have donated £100,000 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
Our 2023 report confirms a year-on-year reduction in both mean and median pay gaps.
Asda’s gender pay figures remain significantly lower than the UK average of 14.3% (median) and 13.2.% (mean) as measured by the Office for National Statistics.
DID YOU KNOW?
As an Armed Forces Silver Covenant employer, we guarantee interviews for ex-servicemen and women who meet the minimum criteria for a role, provide leave for reservists’ training, support cadet training as well as supporting employment opportunities for service.
Asda has hired thousands of new colleagues from the armed forces service leaver community since first signing the covenant in 2014.
We also work in our Asda communities...
It’s important that we focus on community strength and solidarity throughout the year. In 2024 colleagues from stores and office locations across the UK attended community Pride events and proudly represented Asda’s support for Pride and LGBTQ+ equality.
For the last five years we have donated almost half a million pounds to LGBTQ+ charity Diversity Role Models, both directly and through our George Pride collections. Our donations support Diversity Role Models with the work they do in educating children within schools on LGBTQ+ topics, and to stop bullying through education.
Proud supporters of:
