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If there’s one thing that 2020 taught us it’s that change is inevitable. The world stands still for no one, and it’s our challenge to adapt to that change so that we can create the world we want to be part of, both in and out of work. With that sentiment very much in mind, we're delighted to share Reward Gateway’s Diversity, Equity and Inclusion Strategy, better known as our EPIC Strategy.

What is Diversity, Equity and Inclusion

Diversity, Equity and Inclusion (often referred to as DE&I) is a broad topic and one that’s a little hard to define. Ultimately, it’s about creating an environment that celebrates and welcomes difference, and where everyone feels like they belong, are treated fairly, and can contribute to the best of their ability.

Diversity - this is the existence of difference within an organisation. Diversity can only be present within a group; it isn’t used to describe an individual.

Equity - this is about acknowledging and addressing the advantages and barriers different people face, recognising we don’t all start from the same place. Addressing those imbalances through action leads to equality.

Inclusion - the act of making sure that all of us, regardless of our identity, feel like we genuinely belong, are seen, valued, and empowered to thrive.

What is EPIC?

The EPIC Strategy is an evolution of the DE&I work that Reward Gateway has been engaging in since 2016 when we published the results of our first Diversity Survey.

Our Three Pillars for Change

In order to create real positive change, and exceed our expectations for EPIC we’ve identified ‘Three Pillars for Change’. You can think of them as the core areas that have an impact on DE&I at Reward Gateway (although they’re not the only ones). Each pillar has a clear goal and very specific, measurable ‘Positive Improvements’ that will help us to keep making progress.

1. Recruitment

Goal: To foster inclusive recruitment practices into our workforce, support our ambition to be a truly inclusive organisation, and enable us to engage with a broader and more diverse talent pool that consistently represents the communities that we serve and operate in.

2. Progression

Goal: To adopt inclusive career progression and workplace practices to ensure that everybody has the chance to succeed and benefit from equal and professional opportunity, regardless of their background, helping to maintain an inclusive workplace culture.

3. Leadership

Goal: To implement inclusive leadership to improve performance, promote diversity of thought and enhance the Reward Gateway employer brand.

The Continuous Improvement Plan

You can think of our ‘Continuous Improvement Plan’ (or CIP) as an action plan that provides visibility to the specific initiatives we’re working on, as well as looking back at what we have done. It delves into the specific deliverables and timeframes related to each ‘Positive Improvement’ within our Three Pillars for Change.

Whilst our EPIC Strategy is the long-term vision, our Continuous Improvement Plan is something that will be reviewed and updated more regularly. As we begin to work our way through improvements, we’ll be gathering feedback from our EPIC Networks, Leadership Team, Senior Managers and others across the business which will affect future improvements and ensure that our actions remain relevant and impactful.

You can view and download our EPIC Strategy and CIP here and if you feel like it's a place you'd like to join visit rg.co/careers to find a role that's right for you.

Rob Marsh

Rob Marsh is RG's Community Innovation Lead. He spends his days thinking about how to enhance employers' approaches to Corporate Social Responsibility, whether that's through leading volunteering initiatives or working with not-for-profits to launch their own employee engagement strategies and playing with his two cats, Taco and Iggy.

Community Innovation Lead