To achieve our strategic goals, we need a diverse workforce and our employees come from a range of backgrounds and expertise. We are committed to taking an inclusive approach to recruitment and selection. We have policies in place to promote diversity and inclusion at Frontline, regardless of age, disability, gender, pregnancy and maternity, race, religion, sex or sexual orientation. We are committed to ensuring our workforce reflects the communities that we work in.

To support wellbeing, we encourage flexible working. All employees work around a core hours policy between 10.00am – 4.30pm, giving you flexibility in your schedule. We also encourage working from home at least one day a week. Our employee-led wellbeing action help drive initiatives across the organisation to support employee wellbeing. Click here to see Frontline’s wellbeing statement.

As part of our commitment we are currently working on the following recommendations:

People and awareness

We are committed to improving the understanding of diversity and inclusion issues and supporting employees to hold each other to account for behaviours and decisions that do not support inclusion. We are delivering unconscious bias training to all of our employees and we monitor and develop initiatives as part of our wellbeing action group to support employees. This includes encouraging employees to attend mental health awareness and resilience workshops.

Data monitoring

We are monitoring the demographics of the organisation and amending our diversity strategy in line with the data.

Recruitment

We are developing our systems and processes to support the diversity we bring in to the organisation. For example, only asking for a degree unless there is a specialist knowledge required, reviewing the gendered language in adverts and moving to an applicant tracking system that supports blind shortlisting.

We will develop you through stretching roles, setting clear objectives and identifying behaviours you need to demonstrate to achieve your goals. You will be supported in regular reviews around the scope of your role and career aspirations. We encourage you to develop skills and provide learning and development opportunities including the support of a mentor or coach, and will endeavour to provide these where possible. Frontline measures your performance against 5 core behavioural competencies linked to our values.

We’re a Living Wage employer offering competitive salaries. We will reward you each year for performance that delivers our strategic aims in line with our values and behavioural competencies. We give you 25 days holiday per year (in addition to bank holidays) rising by one day per year after two years in service, up to a maximum of 30 days. We give all staff extra days at Christmas as the office closes from 25 December to 1 January. In addition you are able to buy and sell up to five days annual leave a year. We offer you between one and three days to volunteer in a mission-aligned charity.  

What is it? All employers (with 250 or more employees) are required to report on their gender pay gap, reporting on the following calculations, using a snapshot date of 5 April 2017; Although Frontline does not currently have 250 employees, completing the analysis demonstrates our commitment to the employees and highlights that our approach to pay and award is treated fairly irrespective of gender. Having an open and transparent culture is key to our success and highly valued by employees internally, and reporting and monitoring the gender pay gap is an important step to tackle any inequalities. For this reason, we have carried out the reporting and provided a supporting narrative providing context behind the figures. You can view the full report here. How are we managing our gender pay gap? We have already made some changes in the last couple of years  that have positively impacted the results such as:

• Introduction of Job Families and Salary Bands
• Changes to our Performance Cycle; introducing Competency behavioural Framework and performance related increases to salaries

We are also reviewing all job applications for gendered language, using a variety of channels to recruit employees, mixed interview panels and we will be moving to an online applicant tracking system in 2018 that includes blind shortlisting of applicants.