We want everyone to feel welcome and respected at OVO. So we’re building an inclusive and diverse business. It’s the right thing to do. And it’s the only way we’ll succeed in our zero carbon mission. Because if we don’t reflect and understand everyone in society, how can we bring them with us?
We’ve always aimed to put people and the planet first, but we haven’t always got things right.
In 2020, the Black Lives Matter movement caused us to pause, reflect, and listen. We realised that we’d fallen short on equality, diversity, and inclusion. Things needed to change. Since then we’ve set out clear steps to get to where we want to be. Which you can read about in our very first Belonging Report, here.
We’ll publish one every year to share our progress. And we won’t rest until everyone can belong at OVO: our team, our communities, our members.
Everyone should know that every aspect of their identity, culture, and background is valued and respected. We want to offer equal opportunities and make sure everyone can be successful.
To find better ways to support our people, we need to listen to each other’s experiences and find ways to build a truly inclusive and diverse workplace.
As part of this, our team created 8 Belonging Networks at OVO. Led by our people, for our people.
Powering accessibility for everyone.
Creating a platform for different religions and beliefs so everyone feels represented and respected.
Building an equal, fair environment for people from all racial and ethnic backgrounds to belong and thrive.
Embedding gender equality and empowering women at OVO.
Championing intergenerational collaboration, as we come together as one team – across all age groups.
Ending stigma and raising awareness around mental health issues to build a caring, supportive workplace.
Building something great by thinking differently.
Raising awareness and celebrating every LGBTQ+ identity, with love and support for all.
Spotlight on: Race & Ethnicity
We signed the Race at Work Charter in response to the Black Lives Matter movement. And we’ve used it to start creating meaningful change. Our first commitment to the charter was to offer visible leadership on race and ethnicity at OVO. So we appointed our General Counsel, to the role of Senior Sponsor for our race and ethnicity network, OVO Embrace. The Network became active quickly, celebrating ethnic diversity and raising awareness internally.
Spotlight on: LGBTQ+
2020 was also a big year for our LGBTQ+ Belonging Network: Pride in Ourselves. At the start of the year we made changes to recruitment policies and systems to make sure they're inclusive for all sexual orientations and gender identities. We’ve also trained more than 225 managers in “Creating an LGBT+ Inclusive Workplace” and 125 of our people on “An Introduction to Trans Awareness” – and we also introduced a new Trans Inclusion Policy.