Nationwide
Accountability brings results
As with any organisational change, top level commitment is essential to promote diversity and the Board and Chief Executives' Committee has expressed their commitment to Nationwide's diversity strategy. They are closely involved in all aspects of diversity from policy development to implementation plans.
The Society is committed to an inclusive employment environment that attracts and retains employees across the age spectrum. It also believes in employee choice and has developed policies that recognise the changing lifestyle needs of its employees. Internal initiatives include an Equal Opportunities Policy that includes age, targeted advertising which excludes age bars, telephone shortlisting and the introduction of flexible working arrangements supported by flexible benefits (Choices) to enable employees to chose benefits that suit their lifestyle circumstances. Nationwide successfully implemented a new flexible retirement option in October 2001 that provides employees with an opportunity to work beyond the Society's normal retirement age of 60. This will help Nationwide retain a corporate memory as employees can now extend their retirement up to the age of 70.
The Personnel and Development Division is formally measured on how well it enables the business to meet diversity targets. For the last financial year, there were targets on age profile. This target has been met and a more challenging target has been set for the next financial year.
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Accountability brings results
As with any organisational change, top level commitment is essential to promote diversity and the Board and Chief Executives' Committee has expressed their commitment to Nationwide's diversity strategy. They are closely involved in all aspects of diversity from policy development to implementation plans.
The Society is committed to an inclusive employment environment that attracts and retains employees across the age spectrum. It also believes in employee choice and has developed policies that recognise the changing lifestyle needs of its employees. Internal initiatives include an Equal Opportunities Policy that includes age, targeted advertising which excludes age bars, telephone shortlisting and the introduction of flexible working arrangements supported by flexible benefits (Choices) to enable employees to chose benefits that suit their lifestyle circumstances. Nationwide successfully implemented a new flexible retirement option in October 2001 that provides employees with an opportunity to work beyond the Society's normal retirement age of 60. This will help Nationwide retain a corporate memory as employees can now extend their retirement up to the age of 70.
The Personnel and Development Division is formally measured on how well it enables the business to meet diversity targets. For the last financial year, there were targets on age profile. This target has been met and a more challenging target has been set for the next financial year.
Click icon to download a printable version of the case study
download pdf
