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| Corporate Social Responsibility Report 2003 |
| People |
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Workplace
Diversity
We recognise that a diverse workforce drives greater innovation and better business performance. This means we must encourage a wide range of skills and hire a cultural mix of people who bring different but complementary values, attitudes, talents and knowledge to
the workplace.
We know this is a challenge. For example, it is difficult to increase quickly ethnicity and gender diversity in our traditionally white male-dominated sector in the US.
During 2003 we changed the way we manage diversity, making it an integral part of everyday management in our Business Units. Senior managers are supported by diversity coordinators as well as an implementation team in each Business Unit. Our Corporate Diversity Steering Group, made up of senior diversity champions from across the business, reviews and monitors implementation.
We have used the Framework for Excellence in Equality and Diversity (FEED), an international benchmark developed by the Equality Foundation, to track our progress and identify areas for improvement in a number of our us Business Units.
Our recruitment and human resources processes are designed to help ensure equality of opportunity. For example, in the us BAE Systems regularly attends and sponsors job fairs run by organisations such as the National Society of Black Engineers (NSBE). In 2003, our us businesses advertised job vacancies in six diversity-focused publications.
We track data on gender for our businesses in Australia, the us and us to monitor our progress. In 2003 women made up 19.2% of employees at BAE Systems – a small increase on the previous year (18.2%).
DIVERSITY DATA: GENDER
| Gender |
UK |
US |
Australia |
| 2002 |
2003 |
2002 |
2003 |
2002 |
2003 |
| Total Employees |
39,084 |
36,679 |
20,895 |
23,369 |
2,662 |
2,658 |
| Male |
33,879(87%) |
31,668(86%) |
14,938(71%) |
16,739(72%) |
2,850(85%) |
2,215(83%) |
| Female |
5,169(13%) |
5,011(14%) |
5,857(29%) |
6,630(28%) |
412(15%) |
443(17%) |
| Undeclared |
360(0.1%) |
0 |
0 |
0 |
0 |
0 |
DIVERSITY DATA: ETHNICITY
| Ethnicity |
UK |
US |
| 2002 |
2003 |
2002 |
2003 |
| White |
35,176(90%) |
12,275(33.5%) |
17,418(83%) |
19,162(82%) |
| Non White |
704(1.8) |
383(1%) |
3,477(17%) |
4,207(18%) |
| Undeclared |
3,204(8.2%) |
24,021*(65.5) |
0 |
0 |
* Ethnicity data for 2003 is incomplete because of technical problems with our data collection systems.This has now been improved.
ETHNIC MINORITIES IN THE US
| Ethnic Minorities in the US |
2002 |
2003 |
| Total Employees |
20,895 |
23,369 |
| Ethnic Minorities |
3,477(17%) |
4,207(18%) |
| |
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| Caucasian |
17,938(83%) |
19,162(82%) |
| African American |
1,515(7%) |
1,636(7%) |
| Hispanic |
716(3%) |
935(4%) |
| Asian |
1,147(6%) |
1,402(6%) |
| American Indian |
99(1%) |
234(1%) |
AGE(PERCENTAGE)
| Age |
UK |
US |
Australia |
| 2002 |
2003 |
2002 |
2003 |
2002 |
2003 |
| Under 25 |
9 |
10 |
3 |
5 |
10 |
26.2 |
| 26-35 |
21 |
19.3 |
13 |
16 |
27 |
43.8 |
| 36-49 |
46 |
45.6 |
47 |
45 |
40 |
18.5 |
| 50-59 |
21 |
21.9 |
27 |
25 |
20 |
3.2 |
| 60+ |
3 |
2.9 |
10 |
9 |
3 |
6.3 |
Progress in 2003:
- BAE Systems Aerostructures at Prestwick, US became the first organisation in Europe
to receive a Silver Award from the Equality Foundation. This recognises the company’s progress at implementing its equality and diversity policies. Employees and trade union representatives plan to build on this success and achieve the Gold award by June 2006.
- Saudi nationals now make up more than half of all BAE Systems employees in Saudi Arabia. By recruiting and training local people, we can bring major social and economic benefits to the countries in which we operate. In Saudi Arabia, we are recruiting qualified Saudis to
fill vacant positions wherever possible and training young Saudis through our apprentice programmes.
- Affirmative Action Plans are in place at our sites in the us to support recruitment of women and minority groups. Sites are regularly audited by the Office of Federal Contractors Compliance Program (OFCCP) to assess performance against these plans. Seven
sites were audited. There were no significant findings or remedial action required.
- Our us businesses established an Equal Employment Opportunity Working Group headed by the senior vice president of human resources. The group will monitor and report diversity performance, and address areas identified for improvement.
- BAE Systems North America received awards from the National Society of Black Engineers, National Society of Women Engineers and the Society of Hispanic Professional Engineers in recognition of our work on diversity.
- As part of RO Defence’s Equal Opportunities strategy, managers, employees, and trade union representatives meet regularly to assess and develop diversity action plans.
As a result the company has introduced equal opportunities training for all managers, diversity notice boards and an intranet site, as well as a ‘Springboard’ programme for women leaders. The company achieved a Bronze Award from the Equality Foundation in 2003.
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CSR Report 2003
