Living Wage Employer
Building Diverse Workforces
At goodwork.london we like employers who do good, and not just say it. That’s why the goodwork commitments were created, as a way for organisations to show jobseekers what they’re doing to become a better employer.
Below describes the different ways you can achieve each of the commitments.
We encourage employers to think differently about disability and take action to improve how they recruit, retain and develop disabled people. Employers can evidence their commitment to being disability confident by achieving Disability Confident Committed, Disability Confident Employer or Disability Confident Leader status from the government's disability confident scheme.
Living Wage Employer
The real Living Wage is based on the cost of living and is voluntarily paid by over 12,000 UK employers, who believe we all need a wage that meets our everyday needs. To show you are a living wage employer, all jobs you post on the site will need to pay above London Living Wage (£11.90/hr) or you can sign up to get living wage accredited at livingwage.org.uk.
Employers who are committed to LGBTQ+ inclusion can make real and lasting change to create environments where all employees can flourish. To achieve this commitment, you can sign up to become a Stonewall Diversity Champion or make sure you’re doing three or more of the following in your organisation: 1) You could have policies that are inclusive of LGBTQ+ people and explicitly mention LGBTQ+ people 2) You could create or support networking groups specifically for LGBTQ+ employees and their allies 3) You could be updating or have a strategy that outlines how you plan to support your LGBTQ+ employees 4) You could offering LGBTQ+ training in the workplace as part of equality and diversity training 5) You could encourage staff to include pronouns in their email signatures to help trans and non-binary people feel more comfortable stating theirs.
We’re in the middle of a climate crisis, so it’s important that employers are supporting the UKs transition to net zero by 2050 and taking steps to reduce their environmental impact. To show you’re a ‘Climate Conscious’ organisation, try to be doing at least 4 of the suggested actions below. 1) You could measure and report your organisations carbon emissions 2) You could make / have a clear strategy to reduce your environmental impact and set carbon emission reduction targets. 3) You could be trying to reduce waste in your organisation e.g. providing waste sorting bins within your office, avoiding disposable items and replacing them with re-useable ones, creating ‘shared kitchen cupboards’ to prevent food wastage. 4) You could be taking steps to digitise your organisation and encourage paperless offices where possible. 5) You could encourage your staff to travel sustainably by taking part in the cycle-to-work scheme and/or commuting to work/meetings by lowest carbon options. 6) You could give back to the local community and environment by providing your staff with opportunities to get involved in green volunteering. 7) You could place larger emphasis on environmental impact and sustainability in your procurement process, to make your supply chains more sustainable. 8)You could be taking steps to improve your energy efficiency, such as using energy efficient bulbs in your offices, having an automatic lighting system for when staff are not in the room, buying energy efficient devices (rated A or higher), sourcing energy from renewable suppliers etc.
B Corps are companies that meet high standards of social and environmental performance, accountability, and transparency. To achieve this commitment, you should be working towards achieving B Corp status, or be on the list of B Corp certified employers. You can find more about how to become a B-Corp at https://www.bcorporation.net/en-us
The rise of ESG means more organisations are looking to give back to the local communities they serve. If you’re an organisation who is taking action to hire local residents and support your local community, let us know! Some examples of how you can achieve this commitment are: 1) You could express your interest in hiring local candidates in your job adverts 2) You could be looking to hire candidates from a specific borough as part of local council initiatives such as Section 106 agreements. 3) You could be working with local schools/colleges to deliver work experience and other career development opportunities to students in your area.
Building Diverse Workforces
Black, Asian, Mixed Race and other ethnically diverse staff still encounter significant disparities in employment and progression and employers should be taking action to improve race equality, inclusion and diversity in the workplace. To show your commitment to building diverse workforces, you could join the Race at Work Charter or be doing three or more of the suggested actions below: 1) You could have an executive sponsor for Race Equality, providing visible leadership on race and ethnicity in your organisation and driving actions for a more diverse workplace. 2) You could monitor and publicise your ethnicity data, including the ethnicity pay gap, and implement targets and strategies to improve your performance. 3) You could support Black, Asian, Mixed Race and other ethnically diverse employee career progression through two-way mentoring and/or sponsorship into your organisation. 4) You could create or support networking groups specifically for Black, Asian, Mixed Race and other ethnically diverse employees and their allies. 5) You could make DEI the responsibility of all senior leaders and management by providing training and ensuring they take action to build inclusion and belonging. Include the voices of Black, Asian, Mixed Race and other ethnically diverse employees in the workplace and around key decision-making tables 6) You could have an executive sponsor for Race Equality, providing visible leadership on race and ethnicity in your organisation and driving actions for a more diverse workplace. 7) You could monitor and publicise your ethnicity data, including the ethnicity pay gap, and implement targets and strategies to improve your performance. 8) You could support Black, Asian, Mixed Race and other ethnically diverse employee career progression through two-way mentoring and/or sponsorship into your organisation. 9) You could create or support networking groups specifically for Black, Asian, Mixed Race and other ethnically diverse employees and their allies. 10) You could make ED&I the responsibility of all senior leaders and management by providing training and ensuring they take action to build inclusion and belonging. Include the voices of Black, Asian, Mixed Race and other ethnically diverse employees in the workplace and around key decision-making tables
Armed Forces Covenant
The Armed Forces Covenant is a promise to ensure that those who serve or who have served in the armed forces, and their families, are treated fairly. To achieve this commitment, you’ll need to sign the Armed Forces Covenant and pledge your support. Suggested pledges you could take include: 1) You could offer work placements, insight days, mentoring schemes and/or guaranteed interview schemes to Veterans seeking employment 2) You could offer remote-working solutions that might benefit the mobile Armed Forces Community, especially partners and spouses 3) You could support the employment of service spouses, partners and dependants, for example by offering short-notice leave to those whose partners are sent on deployment.
Employers are committed to adapting the working environment to give employees a genuine ability to control their schedule according to personal priorities. Flexibility is not one-size-fits all but employers can make clear, actionable policies and information to ensure employees and prospective candidates are aware of the possibilities. To become a flexible working employer, you should demonstrate three or more of the suggested actions below: 1) Where possible, offer flexible work arrangements and benefits for the majority of your job roles, including parental leave, to support employees' work-life balance. 2) Openly advertise flexible working arrangements on your job descriptions, to prevent discouraging candidates from applying. 3) Create clear flexible working policies, including guidance on each style of flexible working you offer, for example flexi-time, compressed hours, staggered hours, remote working, job shares, part-time, shift swapping etc. 4) Internally advertise your options for flexible work and how your employees can request flexible working arrangements, being clear on the reasons why you want to offer flexible working and acknowledge the benefits it brings to your organisation. This way you can ensure that your flexible working policies are accepted across your business and your employees know how to engage with the policies in place. 5) Ensure you are regularly reviewing your workplace policies and practices to identify any areas where gender bias or discrimination might arise and respond to these appropriately. 6) Be conscious of how domestic disruptions might impact your employee and their personal productivity and provide training to your leadership team and management on how to incorporate flexible working into their management style.