- Partner Types
- Why Wholesale Services?
News & Insight
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- 4 reasons full fibre outperforms copper every time
- Partner Roadshow 2020: Follow the fibre
- Enhanced Monitoring: Unleash the power of data(2)
- One Customer Desk: Becoming easier to do business with
- 7 reasons you don’t want to miss the Partner Roadshow
- Case study: Using powerful data to drive fibre upsell for our Partners
- Digital Britain 2.0: Comms Vision 2019 highlights
- Capacity Europe 2019 highlights
- 6 reasons to add G.fast to your connectivity portfolio
- Could EoFTTC hit the sweet spot for your customers?
- 3 things we learned at Channel Live 2019
- 5 reasons to visit us at Channel Live
- Harnessing Google's digital marketing insights to boost your business
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- Q&A with Simon Leather at Connected Britain 2019
- Fibre and the channel: Busting the myths
- International Telecoms Week 2019: Meet the team
- Key takeaways from the Connectivity Matters Summit 2019
- Why the WLR switch off is an opportunity, not a threat
- 4 insights to reduce churn and stay one step ahead
- What we learnt at our first Partner Roadshow
- 5 ways to support your customers’ digital transformation
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- Telco forecast: What to expect in 2019
- Top 5 network insights
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- Comms vision 2018 Highlights
- Meet us at Capacity Europe
- Making Unified Communications reeeeeally simple
- The Third Wave of Connectivity Evolution……Ultrafast
- Soapworks - A home to be proud of
- Intro to Knowledge
- Proud to be keeping Britain connected
- Ofcom reports our managed broadband speeds ahead of competition
- Preparing for the second surge in remote working
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- The future of telephony - Our VoIP journey so far...
- Changing the way we communicate for the better
- TalkTalk Wholesale Services delighted to announce our 'Covid-critical' broadband engineers have been awarded MBEs
- TalkTalk Wholesale Services win ‘Best Wholesale Sales Team’ Award at the Global Carrier Awards 2020!
- Everything you need to know about G.fast
- Markets Unlocked – TalkTalk Wholesale Services joins the debate on a full fibre future
- Helping our Partners to build back better
- TalkTalk Wholesale Services win Best Fibre Connectivity Provider at the Comms Business Awards 2020!
- Improving Employee Well-Being During COVID-19
- We’d like to introduce you to our TalkTalk Wholesale Services Product Solutions Team – Focusing on creating value for our Partners
- TalkTalk Wholesale Services shares research whitepaper to help Partners address the mass shift to hybrid working
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- Six Top Tips to Help Your Employees Stay Connected While Working from Home
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- How to get a better work-life balance when hybrid working
- The modern workplace
- Wholesale Virtual Event 2021 – Reconnecting with our Partners
- Wholesale Virtual Event: A faster future
- Hybrid Working Opportunities for the Channel - Our Roundtable Discussion
- Full Fibre is far better for the environment
- Top tips on how you can support your remote workers
- Your full fibre broadband overview
- TalkTalk Wholesale Services has been shortlisted for 8 Awards in 2021!
- Update: Openreach stop sell at selected Exchanges
- Comms Vision 2021
- Looking back at 2021
- TalkTalk Wholesale Services appoints Ruth Kennedy as Chief Sales Officer
- Our new operating model
- Channel Live 2022: What to expect
- Openreach Marketing Campaign in Mildenhall
- Great together: Building long lasting partnerships
- TalkTalk Group Enters Into Agreement to Acquire Virtual1
- Our 3 Key Highlights at Channel Live
- Great Together: The Ultimate Enabler
- Great Together: Not all heroes wear capes
- EAD: Why do my customers need faster speeds?
- Fibre in the channel: Are we on track for 2030?
- TalkTalk Wholesale Services win ‘Best Wholesale Fibre Provider’ at the UK Fibre Awards 2022!
- Honing a Diverse and Inclusive Workforce
- Great Together: Dedicated to making things simple
- Sustainability Through Fibre
- What does our full fibre future look like at home?
- Future-Proofing our Network
- Introducing our new TTWS Product Team – Focusing on creating value for our Partners
- What does our full fibre future look like for businesses?
- TalkTalk Business Critical Infrastructure Update
- TalkTalk Business takes home a BESMA award
- We're finalists in the Global Women in Telco and Tech awards
- TalkTalk Business is a finalist in the Comms National Awards 2019
- TalkTalk Business’ MPLS network to be implemented at Multi-Academy Trust to drive efficiencies and save costs
- TalkTalk Business shortlisted for the CRN Women in Channel Awards
- TalkTalk Business picks up “Best Business” award at ITSPA this year
- Increased investment in our Partners
- Britain's businesses prepare for hyper- speed
- TalkTalk launches campaign to raise awareness of vulnerable connectivity
- TalkTalk Business offer businesses greater resiliency with Mobile Back-up
- Everything you need to know about IP Voice (VoIP)
- Important Notification of Change Freeze 2020
Honing a Diverse and Inclusive Workforce
Honing a Diverse and Inclusive Workforce
Developing a diverse workforce is essential in our interconnected, multi-cultural digital world. Different opinions and points of view not only help inform decision making but ensure every aspect of any strategic planning is considered before businesses action their projects.
This blog goes in-depth into what we’re doing as a business, and the thought processes of those initiatives, as well as some great advice our team has for any business looking to establish a more diverse working culture!
Why does ‘Diversity and Inclusivity’ matter?
Whether we’re collaborating with colleagues, letting customers know about our future-proof solutions and services, or working with our Partners to support their growth, we don’t want anyone to feel left out, ignored or isolated.
Hence, Diversity and Inclusion has always been important to us, and we are proud that our people come from diverse backgrounds and cultures. It’s what makes TalkTalk a vibrant working environment that encourages new ideas and fresh thinking.
Diversity can mean different things to different people. No matter the group or relationship, we want everyone to feel welcome at TalkTalk. That’s why we recently updated our values; “We care. We challenge. We commit” …
Putting D&I at the heart of our culture
To ensure we embody these updated values, we run a bi-monthly employee engagement survey which ensures that we can provide a completely anonymous feedback tool that helps drive positive change for our employees.
In these surveys, we ask specific questions around equality, employee relationships, wellbeing, and if colleagues would recommend working at TalkTalk. These are a great way to evaluate the success of our initiatives like ‘ListenListen’, which gives all staff a regular opportunity to speak candidly with Leaders, voice concerns and feedback, and better understand our culture.
Two key focuses have been supporting our female staff and ensuring we eliminate as much unconscious bias in our recruitment process as possible:
Addressing the discrepancies between our male and female colleagues has been a focus for many years, and we are incredibly grateful for the insight we’ve gained from our ‘Women in Tech’ forum that gives all our female staff an opportunity to voice their concerns and consider new avenues to development.
Recognising the need to support colleagues going through menopause, in November, our CEO Tristia Harrison announced that TalkTalk would reimburse prescription charges for hormone replacement therapy. Our pregnancy loss policy also offers up to two weeks paid leave for those who wish to use it – and this is open to anyone who loses a pregnancy, whether a mother or their partner.
Recognising recruitment bias
We are taking a proactive approach to addressing underrepresentation at senior, executive and board level by having aspirational targets relating to ethnicity.
That’s why we’ve signed up to the If Not Now, When? Campaign, which commits us to taking key long term, sustainable actions on black and ethnic minority inclusion, such as reviewing data on diverse talent progression, holding sessions and events to understand the experiences of our colleagues and ignite conversations about race and inclusion, ensuring we have a diverse candidate selection for all advertised job roles, introducing masked CVs within our recruitment process to reduce bias and more.
TalkTalk is ranked 19th in the Top 50 Inclusive Employers in the UK, up from 27th in 2020! We’ve also been shortlisted for the top ten places to work at a national LGBT+ award event for our LGBT+ inclusion and our TalkPride network two years in a row.
While we know that there’s plenty more we can do, we’re well on our way in honing our policies and procedures to ensure we give all our staff every opportunity available to them, and make TalkTalk one of the most enjoyable places to work in the UK.
But where can our customers, other SMEs and even larger enterprises start to make similar steps forward in welcoming everyone equally?
Advice from the TalkTalk team
Ruth Kennedy, Chief Sales Officer, TalkTalk Wholesale Services, who is part of our neurodiversity family and heavily involved in the company’s D&I strategy, shares some advice:
Data is key!
Firstly, qualitative data is key. That’s why we run six anonymous surveys a year that ask our employees how they feel about working at TalkTalk. Having real-time insights into what your employees are thinking and feeling when it comes to D&I in the workplace helps properly define and assess major challenges and opportunities.
Being transparent as a company (across monitoring and survey end-results) proves the business’s integrity and that we’re genuinely pushing to create a more inclusive work environment.
Also, publishing the results internally allows more people to understand the challenges and targets, while also prompting more conversations among teams.
Listen to your employees
Practice active listening with your team and ask for opinions! Don’t wait for people to tell you what needs looking at.
It’s also crucial that D&I is part of your values and brand, not just a one-off training session. I’d recommend creating a long-term plan to develop diversity at all levels of your organisation and weave it into everything you do. Soon it will become BAU.
Encourage D&I groups
Especially in a business as large as ours, it can be intimidating for new staff, and with remote working as well, it can be really hard to form friendships early on. So, having groups for people of similar backgrounds or situations to meet and be social – TalkPride for example – is great and helps break down those barriers.
And make sure that’s part of the onboarding process for all new starters – it is part of ours which ensure our staff can form bonds and feel welcomed to the team early on.
Oh, and treat everyone the same… Obviously!
Ruth recently took part in a Diversity and Inclusion roundtable, held by Comms Dealer, to read more please see here