When colleagues feel they truly belong, they perform at their best, customers feel represented, and our business reflects the diverse communities it serves.
We know that to truly embrace inclusion and diversity, we need to take action to support under-represented groups into work, and from there, help them progress into senior roles.
When our people can bring their whole selves to work, they feel better and perform better, which is good for all of us. To continue to be successful, we also need to understand and reflect our diverse customer base and the communities in which they live.
At M&S we understand how important it is to respect, value and celebrate our differences, and we work hard to ensure everyone who works and shops with us feels empowered, represented and included.
Our Colleagues
Building inclusion starts with creating an environment where colleagues feel comfortable bringing their whole selves to work; this empowers our people to work to the best of their abilities.
Our aim is to create a culture where our people can bring their whole selves to work, or as much of themselves as they are comfortable to. This is simply the right thing to do, and it is also the best thing to do, because when people feel they belong here they perform to the best of their abilities. Education and awareness are key, so we run inclusion training programmes for all of our colleagues and managers, and use the diverse cultural, celebration and awareness moments throughout the year as opportunities to learn more about what matters to us all.
We are committed to maintaining at least 40% female representation on our Board, with at least one senior Board role (CEO, CFO, Chair or SID) held by a woman. We are also working to reach 20% senior-manager representation from ethnic minorities by 2030. Beyond these commitments, we remain focused on supporting colleagues who live with or experience a disability, and those from economically disadvantaged backgrounds, to thrive and progress with us.
Some recent initiatives that are helping us become a more diverse business:
- We were the first national retailer to support the 10,000 Black Interns initiative, which aims to tackle the under-representation of Black talent. We have built on this through our own Early Careers programmes that focus on recruiting and developing diverse talent at a young age.
- Through the 30% Club's Mission Include programme, we open up cross-company mentoring to all under-represented groups. Our latest cohort had record applicant numbers, with 60% ethnic-minority representation and 30% of mentees having a form of disability or health condition.
- Our RISE (Recognising in-Store Experience) programme helps us promote internal diverse talent, supporting colleagues from under-represented groups to step into new opportunities when they are right for them.
Colleague Networks
Our colleague networks bring lived experience directly into how we shape strategy, products and the colleague experience, helping make M&S a more inclusive place to work and shop.
One of our biggest assets is our colleague networks, made up of passionate colleagues with a range of lived experiences, led by co-chairs and sponsored by a member of our senior team.
These networks support us in many ways, from helping shape our strategy and land our plans to amplifying the voice of underrepresented groups, enabling us to make the right decisions with confidence.
The GEN group works to deliver a gender-balanced workforce by driving gender awareness and encouraging the development of female talent at every level. The network led the first ever M&S Ideathon on International Women's Day, generating ideas and suggestions on how we can work together to break the bias.
For everyone who wants to make M&S a more inclusive place to work, regardless of race, faith or culture. The network promotes racial and religious equality and provides a space to discuss, question, challenge and act. It hosts events including Black History Month to celebrate the past, promote the present and build for the future.
For everyone who wants to make M&S a more inclusive place to work, regardless of race, faith or culture. The network promotes racial and religious equality and provides a space to discuss, question, challenge and act. It hosts events including Black History Month to celebrate the past, promote the present and build for the future.
Supports colleagues to manage their own mental and physical health, or to support the disabilities and health conditions of others. It is a safe place to share experiences, ideas, personal stories, coping strategies and tips.
Represents the different types of families that exist, acting as a support network and sounding board for ideas. It includes an interactive blog where colleagues can share or hear from peers about becoming a parent or carer.
A community that promotes equality, celebrates inclusivity and diversity, and encourages everyone to be themselves, whatever their sexual or gender identity. The network focuses on creating an inclusive culture for our colleagues, customers and communities.
A forum for all colleagues to share experiences and concerns, alongside facts and articles on the subject. The aim is to help others feel comfortable to talk openly, while providing a listening ear and turning the conversation into a positive one.
A community of ex-Forces personnel that welcomes anyone interested in M&S's commitment to the Armed Forces Corporate Covenant. The network raises awareness of veterans in our workplace and supports business-wide activity relating to the Armed Forces community.
Our customers
Designing inclusive products and shopping experiences means more customers feel seen and served by M&S, and the diversity of our customer base is reflected in everything we sell.
We understand the diverse make-up of our customers and are focused on embedding inclusivity into the way we do business. This covers the ranges we sell, how we market them, and the experience customers have when in our shops or browsing online.
We continue to evolve the ranges we sell, with a focus on making our offer more relevant for more customers. For example, our expanded New Neutrals lingerie range offers a wider choice of "neutral" colours and sizes so customers can complement or contrast their skin tone, as does our Autograph foundation range, with 30 different shades.
Accessibility
Small accessibility cues, from a sunflower lanyard in store to an inclusive product on shelf, make it easier for everyone to shop and feel welcome at M&S.
We were the first national retailer to introduce sunflower lanyards in all our stores in 2019, supporting people with hidden disabilities to shop with us with confidence. We have also published AccessAble guides for our stores, providing accessibility information for disabled people and their carers, available on our M&S store locator and including details such as lighting levels and the number of accessible parking spaces.
We are also committed to giving back to diverse communities. Through Sparks Donations, customers can support charities including Albert Kennedy Trust, Blueprint for All, The Black Curriculum and Scope. Our colleague networks also work closely with charity and community organisations to provide funding and support where they can.
While we are proud of the progress we have made, we know there is more for us to do. We are confident we have the teams and the colleague networks in place to keep moving forward.