Customer?
Search

    Lowell smashes gender diversity target a year early

    We are proud to have 42% female representation in our senior team
    lowell smashes target

     

    Back in 2021, based on recommendations made in the Hampton Alexander Review, we set a public target of 40% female representation in our senior team by the end of 2025. Fast forward to today, and we’ve not just hit that target, we’ve exceeded it a year early, reaching 42% in just three years.

    At a time when companies in the US are scaling back on diversity, equity, and inclusion (DEI), we’re more committed than ever. Gender equality isn’t just the right thing to do, it’s smart business, driving innovation and performance.

    How we reached 42% gender diversity

    We’ve worked hard to encourage applications from diverse candidates, remove unconscious bias from hiring and rewards, and support and develop female leaders. In 2024, we made diversity a personal objective for senior leaders, ensuring accountability.

    But hitting the target isn’t reaching the finishing line

    With 59 senior leadership roles (executive team members and their direct reports, plus roles responsible for a significant number of Colleagues, such as Operational Leaders), every new hire or promotion to the top table counts.

    Yes, we’re ahead of many companies - according to FTSEwomenleaders.com, female representation in the leadership teams of FTSE 350 companies was at 33.5% at the end of 2024 – but we know there’s more to do.

    We’re also tackling the gender pay gap - the difference in the average earnings between men and women across an organisation. It’s different to equal pay, which ensures that organisations pay men and women the same for doing the same or equivalent work. The gender pay gap reflects the reality that men often fill more of the higher-paid roles in a company. We’re working to change that.

    We’re not resting on our gender laurels

    But gender is just one strand of our DEI programme. We’ve also been running a UK-wide census across Lowell to help us build a fuller picture of diversity across our colleague population and to shape future priorities.

    As our Chief People & Sustainability Officer, Bitte Ferngren, says, “Contrary to what we’re seeing in the media about some brands reining back on their DEI commitments, we’re delivering on ours. And we remain committed to driving progress across all aspects of diversity, not just gender.”  

    Progress matters. We’re making it happen. See our UK Gender Pay Gap report 2024.