VGSO recognises that gender inequality does not affect all women - or all people - in the same way. As an organisation where 77% of the workforce is female, aggregate data may obscure differences in how inequality might be experienced across different groups of employees. Our GEAP plan commits to collecting and analysing workforce data with intersectional cuts wherever possible, including across recruitment, pay gap reporting, workforce composition and wellbeing data, so that compounded disadvantage is surfaced and addressed.
Strengthening demographic data collection is an early action, with a target to report on at least three intersecting attributes by December 2027. This will build the evidence base needed to design interventions that are appropriately targeted, rather than assuming a one-size-fits-all approach. Intersectionality also informs how we think about inclusion more broadly: actions to strengthen reporting pathways and support employees to voluntarily share their gender identity reflect a recognition that some employees face multiple barriers to feeling safe and included at work.
Over the life of this plan, intersectional insights will be used to refine and strengthen our approach as our data maturity grow.
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