Where Women Want To Work Guide

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Where WomenWant To Work2010

Companies explainkey opportunities

for women

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W H E R E W O M E N W A N T T O W O R K 2 0 1 0 G U I D E | 3

FOREWORD ........................................................................................................................................................... PAGE 5

AFRICAN DEVELOPMENT BANK .............................................................................................................. PAGE 6

BAE SYSTEMS ........................................................................................................................................................ PAGE 8

CITI ............................................................................................................................................................................. PAGE 10

E.ON ........................................................................................................................................................................... PAGE 12

ENTERPRISE RENT-A-CAR ........................................................................................................................... PAGE 14

EUROPEAN INVESTMENT BANK ............................................................................................................ PAGE 16

GENESIS HOUSING GROUP .......................................................................................................................... PAGE 18

M&G INVESTMENTS ........................................................................................................................................ PAGE 20

THE MCGRAW-HILL COMPANIES ............................................................................................................. PAGE 22

NATIONAL GRID................................................................................................................................................. PAGE 24

PRUDENTIAL ........................................................................................................................................................ PAGE 26

RWE NPOWER ...................................................................................................................................................... PAGE 28

TABLE OF CONTENTS


Choosing where to work is an important decision for many women.

Career progression, equal pay, job responsibilities, quality of management, adequate maternity and paternity support , leave entitlements ... there are many different variables to consider. For some women the support for balancing work with family responsibilities is prime, for others international mobility or the quality of professional development may be foremost. At the end of the day one employer might not necessarily be “better” than another – they may just be better for YOU because they truly support your needs and interests. That is why at Aurora, the company that pioneered Where Women Want To Work, we have never believed in company rankings but we do believe in presenting women with a range of progressive companies so they can research and consider them as based on their own needs and interests. For reasons of women’s equality, lifecycle stages and career interests it is important that women diligently do their homework researching and comparing companies and the opportunities they have on offer.

Location, salary and job role are often baseline considerations but how, after establishing those aspects, do women get a true feel for the commitment and track record of a company when it comes to gender diversity? Aurora’s Where Women Want To Work 2010 Guide presents a collection of companies and their thoughts about diversity and the importance of recruiting, retaining and developing female talent. These companies have shown a strong and continuous commitment to diversity throughout the recent global financial crisis when many companies culled their diversity initiatives. These companies truly embrace gender diversity and are keen to attract top female talent. With impressive role models, progressive management and a strong valuing of diversity across the board, these companies have been keen to communicate their commitment to women.

Now in its fifth year, Aurora’s Where Women Want To Work initiative has gone from strength to strength presenting high quality and reputable information for women to make discerning choices. We hope you will find our 2010 GUIDE useful and informative.

We would specifically like to thank the 2010 GUIDE’s Advisory Committee who generously gave their time, support and wisdom on this year’s initiative:- Derek Joseph, Managing Director HR (Europe), The McGraw Hill Companies- Donna Miller, HR Director (Europe), Enterprise Rent-A-Car- Nick Smith, Head of Diversity & Inclusion, RWE npower.

We would also like to thank the companies who have participated in the 2010 Guide to clearly communicate with and inform women about their commitment to gender equality. Today women have many choices. Make the right one when it comes to choosing where to work.

Dr Glenda StoneCEO, AuroraFounder, Where Women Want To Work initiative

FOREWORD

The role of women as equal partners for progress inglobal society is not a new phenomenon, and while

they must work under established male-dominatedenvironment, they have often, if not always left anindelible mark in the organizations and communitiesthey serve. Many organizations ranging from privatesector to the public sector, including internationalfinancial institutions, have good appreciation for theviable and valuable contributions that femalecounterparts bring to the organizational managementand development. However, one of the biggestimpediments to women as equal partners for progressis the limitation of access to opportunities.

The African Development Bank (the Bank) has declaredits unwavering commitment to cultivate and nurture aworkforce that is as diverse and inclusive as the clientsand stakeholders in its Regional Member and Non-Regional Member Countries. In 2008, the Banklaunched the Medium Term Strategy document, whichset the way forward for its strategic objectives between2008 and 2012; and paramount on its agenda, ismainstreaming gender into the Bank’s operations.

The Bank remains cognizant of the fact that thecontinued success of the institution and the RegionalMember Countries necessitates the sustainedrecruitment and inclusion of qualified women as equalpartners and contributors to progress and development.

To nurture and cultivate a gender ethos withinorganizations, traditional norms that depriveprogressive partnerships must be reviewed andmodified with a view to give access to those who mustsucceed the pioneers of change - it would be counter-intuitive if such progress is not sustainable.

In advancing its commitments to be the premierpreferred partner in Africa’s development and theemployer of choice with a well-equipped, knowledge-based, diverse and inclusive workforce, the President,Dr. Donald Kaberuka recently made internalappointments of three female staff members to seniorlevel positions, increasing the representation of femaleprofessionals in Senior Management.

Responding to the announcement, the appointees said:

“These appointments have set a precedence not onlyfor the Bank as an institution, but also send a

positive message to regional member countries toroutinely give full consideration to capacity building

and gender equity.” (Gemina Archer Davies, DirectorHuman Resources Management Department)

“The recent appointments of my colleagues and meto such key strategic management positions, not

because we are women, but because we arequalified, is another proof of a truly changed AfricanDevelopment Bank. The president has established a

legacy of appointing high-performing women tosenior management positions…”

(Cecilia Akintomide, Secretary General)

“I see great opportunities for the AfDB to ramp up itssupport to its regional member countries in the areasof sustainable development and energy access. I amexcited and eager to work with internal and external

partners...” (Hèla Cheikhrouhou, Director, Energy,Environment and Climate Change Department)

While this is a milestone achievement, it is important toadd that President Kaberuka has been a champion forgender equity in Senior Management. Breaking theproverbial glass ceiling requires concerted genderefforts. The three appointees mentioned herein havedemonstrated the capacity and capability tocontinuously deliver quality service to clients andstakeholders of the Bank.

In 2006, only 9% females occupied managerialposition in the Bank; the number increased to 21% bythe end of 2009. The female representation inprofessional level has increased from 24% in 2006 to28% in 2009. Although there is still a huge disparitybetween males (73.2%) and females (26.8%) inManagement and Professional level categories ingeneral, the Bank believes that its vigorous recruitmentand inclusion practice will help reduce the gap in thenear future.

AfDB

A f r i c a n D e v e l o p m e n t B a n k

Women as Equal Partners for Progress

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Company: African Development Bank Sector: Financial Services Employees: 2,050 (as at July 2010) Locations: TunisiaValues: Excellence, Team spirit, Integrity, Professionalism, Transparency

Women as equal partners for progressThe role of women as equal partners for progress in global society is not a new phenomenon, and while they must work under established male-dominated environment, they have often, if not always left an indelible mark in the organizations and communities they serve. Many organizations ranging from private sector to the public sector, including international financial institutions, have good appreciation for the viable and valuable contributions that female counterparts bring to the organizational management and development. However, one of the biggest impediments to women as equal partners for progress is the limitation of access to opportunities.

The African Development Bank (the Bank) has declared its unwavering commitment to cultivate and nurture a workforce that is as diverse and inclusive as the clients and stakeholders in its Regional Member and Non-Regional Member Countries. In 2008, the Bank launched the Medium Term Strategy document, which set the way forward for its strategic objectives between 2008 and 2012; and paramount on its agenda, is mainstreaming gender into the Bank’s operations.

The Bank remains cognizant of the fact that the continued success of the institution and the Regional Member Countries necessitates the sustained recruitment and inclusion of qualified women as equal partners and contributors to progress and development.

To nurture and cultivate a gender ethos within organizations, traditional norms that deprive progressive partnerships must be reviewed and modified with a view to give access to those who must succeed the pioneers of change - it would be counter-intuitive if such progress is not sustainable.

In advancing its commitments to be the premier preferred partner in Africa’s development and the employer of choice with a well-equipped, knowledge-based, diverse and inclusive workforce, the President, Dr. Donald Kaberuka recently made internal appointments of three female staff members to senior level positions, increasing the representation of female professionals in Senior Management.

Responding to the announcement, the appointees said:

“These appointments have set a precedence not only for the Bank as an institution, but also send a positive message to regional member countries to routinely give full consideration to capacity building and gender equity.”

(Gemina Archer Davies, Director Human Resources Management Department)

“The recent appointments of my colleagues and me to such key strategic management positions, not because we are women, but because we are qualified, is another proof of a truly changed African Development Bank. The president has established a legacy of appointing high-performing women to senior management positions…”

(Cecilia Akintomide, Secretary General)

“I see great opportunities for the AfDB to ramp up its support to its regional member countries in the areas of sustainable development and energy access. I am excited and eager to work with internal and external partners...”

(Hèla Cheikhrouhou, Director, Energy, Environment and Climate Change Department)

While this is a milestone achievement, it is important to add that President Kaberuka has been a champion for gender equity in Senior Management. Breaking the proverbial glass ceiling requires concerted gender efforts. The three appointees mentioned herein have demonstrated the capacity and capability to continuously deliver quality service to clients and stakeholders of the Bank.

In 2006, only 9% females occupied managerial position in the Bank; the number increased to 21% by the end of 2009. The female representation in professional level has increased from 24% in 2006 to 28% in 2009. Although there is still a huge disparity between males (73.2%) and females (26.8%) in Management and Professional level categories in general, the Bank believes that its vigorous recruitment and inclusion practice will help reduce the gap in the near future.

Working for the African Development Bank is about making a tangible difference to the lives of millions of people

When we recently surveyed women working at BAE Systems, they gave us a strong vote of confidence for the initiatives we’ve taken to ensure an inclusive working environment. More than 86%, for instance, said that our recent virtual women’s forum was of benefit to them. Just one important step on a longer journey towards a truly diverse and inclusive working culture that allows everyone’s contribution to count.

To find out more, visit www.baesystems.com/careers

It’s the sum of the parts that matters.

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BAE Systems’ commitment to developing a diverse and inclusive working environment is driven from the very top of the Company. This includes implementing a series of initiatives designed to encourage more women into engineering and providing support and opportunities for development throughout their careers.

Britain’s largest manufacturer and a major employer of apprentices and engineering graduates in the country, BAE Systems has more than 106,000 employees spread across the globe and offers both professional and personal development to its employees, working on some of the most technologically advanced defence, security and aerospace programmes in the world.

BAE Systems has been one of the success stories of the global defence sector, rising to become the second largest company in the sector. It is a success on which BAE Systems wants to build and the company has recognised that diverse and inclusive working environments are an important element in doing so.

Based predominantly in seven ‘home markets’ (Australia, India, Saudi Arabia, South Africa, Sweden, the UK and the US) and with customers in more than 100 other countries, the company is committed to recruiting, training and developing employees with a variety of backgrounds, experiences and perspectives. That is why senior managers have clear performance objectives to promote diversity and inclusion.

In the UK, where less than 2% of engineering apprentices and 13% of engineering graduates are female BAE Systems, the country’s largest employer of skilled engineers, has established a range of initiatives to create a company where women not only want to work, but also where they are provided with the necessary support, guidance and opportunities to be successful.

As a result the company has routinely seen its female employees recognised by external groups. In 2008 Rosalind Murray won the CBI’s First Woman for Manufacturing, in 2009 her colleague Helen Barratt also received this prestigious award. Earlier this year two female apprentices, Philippa Wilson beat 1300 applicants to win ‘Advanced Apprentice of the Year’, Danielle Wilson, from the company’s submarine manufacturing arm, was commended in the same category, adding to her 2009 UK Electrical Apprentice of the Year award.

While seeing its employees recognised by external organisations is a proud achievement for BAE Systems, the company is also committed to raising the number of young people studying science, technology, engineering and maths. Its education road show is aimed at 9 -12 year olds to demonstrate the excitement and achievement of a career in engineering. Since 2009 this road show, which visits more than 200 schools each year, has been

working with the Royal Air Force and has placed considerable emphasis on encouraging more girls to consider engineering as a career choice.

The efforts to attract larger numbers of female employees through the doors of BAE Systems are continued through various schemes designed to provide support throughout their career. These include a virtual network of female employees, drawn from across the globe, to share experiences and provide guidance to other employees. This global network is replicated within the company’s different businesses and, in the UK, made a valuable contribution to the National Skills Forum’s report of ‘Closing the Gender Skills Gap’. In addition at its aircraft manufacturing arm the company has also established a programme to support female employees returning from maternity leave and help them re-integrate into the workplace while managing their work/life balance effectively.

A recent study in the UK part of the business produced a series of findings designed to support the progression of female employees into the most senior roles in the Company. Areas of focus included better structured career plans, providing clear role models and mentors, ensuring an appropriate balance between work and home and providing more flexibility to employees. These are forming the basis for a series of initiatives and programmes focused on attracting, supporting and retaining female employees across the company’s UK operations.

Having the right employees, with the right skills, to help its business continue to prosper is a key element in BAE Systems’ drive for greater workforce diversity. Encouraging increased gender diversity has seen larger numbers of female employees in the senior levels of the company, notably on the Executive Committee and the recent appointment of Linda Hudson to lead the US side of the company.

Establishing a global business means the company is keen to build on this by reflecting the diversity of the countries in which it does business and to ensuring that this diversity continues at all levels of the organisation. This is why Britain’s largest manufacturer is challenging the stereotypes of engineering to attract, develop and reward more and more female employees.

Challenging stereotypes – how Britain’s largest manufacturer is embracing diversity

Company: BAE SYSTEMS Sector: Manufacturing & DefenceEmployees: 97,200 (as at July 2010)Locations: UK (Farnborough, London, numerous locations), Australia, India, Saudi Arabia, South Africa, Sweden, United StatesValues: Trusted, Innovative, Bold

... efforts to attract larger numbers of female employees through the doors of BAE Systems are continued through various schemes

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Dreams. Realities.

DREAMSNEVER SLEEP.

Maybe you dream of owning a home. >>> Of opening

a business. Or taking it global. >>> Of retiring. Or

choosing not to. >>> Of enriching your life. Or the lives

of others. >>> Your dreams are always there. Always

beckoning. Which is why we’re always wide-awake.

Working tirelessly, around the world and around the

clock. Providing funding and financing, investments

and advice. >>> So you can settle into that new

home. Or give your daughter a credit card when she

leaves for college. So you can call yourself CEO.

Or say konichiwa to new markets. konichiwa to new markets. konichiwa >>> Every minute of

every day, we’re striving to find new and innovative

solutions. To simplify life’s complexities. And to turn

dreams into realities. citi.com/neversleeps

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Citi continues to strive to attract talent from a global talent pool. Some of the most seasoned and experienced individuals in the industry have joined Citi’s leadership ranks.

Citi sees diversity as a source of strength. They have made it a priority to foster a culture where the best people want to work, where people are promoted on their merits, where they value and demand respect for others and where opportunities to develop are widely available to all - regardless of differences.

Employer of choiceCiti recognises diversity as one of their competitive advantages. In a global marketplace, it is imperative that an organisation provide a wide range of ideas and solutions to its clients. A diverse workforce understands clients better and is more creative and innovative on their behalf. In turn, this can mean greater market share and greater returns for shareholders. To seize this competitive advantage Citi fosters a workforce with different backgrounds, perspectives and ideas, and provides employees with a wide range of experiences and skills to develop to their full potential.

Citi serves clients from every walk of life, every background and every origin. Citi’s goal is to have our workforce reflect this same diversity at all levels and our employee population be similar in composition to that in our local operating communities. The diversity strategy is designed around four pillars: • Management Accountability• AttractingTalentTalentT• Workforce Development• Work Environment.

Citi’s Diversity Operating Council, composed of senior business leaders and senior diversity human resources leaders from core businesses and regions, provides support and accountability. Citi’s senior business managers develop diversity plans and are held accountable for progress against those plans. Annually Citi reports progress against our goals to the full Board of Directors.

Citi recruits entry level employees from diverse backgrounds and strives to present a diverse pool of highly qualified candidates for management and professional opportunities. They build relationships with partners who help them identify and recruit top talent. These partners include non-profit organisations and the career placement offices at select graduate and undergraduate schools. Citi also attends various conferences and recruiting fairs sponsored by associations representing diverse populations.

Citi’s Code of Conduct prohibits discrimination and harassment. To foster a culture of acceptance and respect throughout Citi, they offer training to employees on topics such as “Championing Diversity,” “Valuing Diversity and Inclusion at Citi” and “Leadership Through the Lens of Diversity.”

Throughout the EMEA region Diversity Week is celebrated each summer, engaging the whole business in progressing the agenda. Citi encourages employees to become involved as mentors and senior managers are encouraged to mentor employees and to seek out women and minority mentees.

Employee networks Citi networks are employee-initiated and -led groups, organised based on affinity and are open to all employees. These groups offer opportunities for networking, mentoring, coaching and community involvement. Networks at Citi work in partnership with the Diversity Office and all have senior Business Sponsors.

Women4CITICiti has several ongoing initiatives to support women’s professional development. Until 2006 most of these efforts were conducted on a regional basis through women’s councils and networks. In March 2006, leaders from 20 women’s councils and four women’s employee networks came together to launch “The Citi Women’s Initiative.” The meeting was designed to leverage existing diversity councils and networks to share best practices, create champions and role models and build a pipeline of talented women for senior management.

In 2008 CEO Vikram Pandit appointed Citi’s Chief Marketing Officer (and Chairman and CEO, Women & Co.) and Citi’s Chief Innovation Officer (both women) as co-heads of the Global Women’s Initiative. Together they have convened a group of senior women to meet regularly and find ways to highlight Citi’s external efforts related to women’s advancement.

Leadership development has been a priority of the women’s initiative, and in 2008 The Citi Women’s Leadership Development Programme was designed and created in conjunction with the UCLA Anderson School of Management. The programme combines lectures, discussions, small group work and personal assignments. Participants learn the “how to” of demonstrating executive readiness, becoming champions and role models for the organisation and growing professional networks.

In 2009 the Global Women’s Initiative was renamed Women4Citi and expanded to include the Women Leading Citi programme. The pilot programme launched at the end of 2009 is designed for high performing female participants who have the potential to assume significant leadership positions at Citi. It is designed to promote and accelerate advancement through opportunities which broaden and enhance leadership skills by supporting individual development and identifying networking opportunities. A participant has the support of her manager, a talent professional and a senior manager advocate.

Citi also provides leadership training for emerging female talent. An example is Coaching for Success, a long standing development programme targeted for VP level women. The programme is delivered through a series of workshops and engages senior management as coaches. One of its goals is to improve retention and increase promotion and opportunities for internal mobility among participants.

MaternityIn the UK, Citi’s award winning Maternity Programme provides support via workshops for all women going through maternity at three stages; Pre-leave, Mid-Maternity Leave and Post-return. Managers are also given specific training to support staff through maternity. Citi’s programme includes up to 20 days free back up childcare at a near-site facility and IVF treatment included in the Company health plan. Childcare Vouchers and an Employee Assistance programme that helps parents find childcare solutions, plus a Concierge Service that can help when the washing machine needs fixing or you need to book a holiday. Citi also has a focus on Dads, providing a workshop for New and Expectant Dads and “Staying Connected” a pilot programme for Divorced or Separated Dads.

CITI women

Company: CITI Sector: Financial Services Employees: 9,000 (UK); 259,000 (global) (as at July 2010) Locations: UK (London, Edinburgh, Derby, Belfast), 53 EMEA countries, 103 countries worldwideValues: Productivity, Meritocracy, Partnership/Collaboration, Integrity

Citi fosters a workforce with different backgrounds, perspectives and ideas

On big ambitions

I WANT TO BE A WOMAN WITH REAL POWER.

YOU’VE COME TO THE RIGHT PLACE.

More and more women today are choosing a career with E.ON. Not too surprising, really.After all, we offer flexible working to fit in around your lifestyle and a whole range of valuable benefits such as childcare vouchers, discounted gym membership and retail vouchers.

Just as importantly, we offer a huge range of different roles and different ways to makethe most of your skills. From Engineering right through to Professional and CustomerService roles there are real opportunities to build a great future with one of the UK’sleading energy companies.

To see how your energy could shape the future

visit eon-uk.com/careers

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Company: E. ON Sector: Energy Employees: 17,000 (as at July 2010) Locations: UK (many locations across UK ); EuropeValues: Integrity, Openness, Trust & mutual respect, Courage, Social responsibility

E.ON is a great place for women to work because there are lots of opportunities, you can manage your work/life balance and have the added advantage of great benefits for you and your family.

E.ON UK is a leading energy company in the UK and is part of E.ON; the world’s largest investor-owned power and gas company, which has its headquarters in Germany. E.ON is working hard to help energy more reliable, affordable and cleaner for their customers by finding new ways to generate, distribute and sell power, gas and Home Energy Services to around 8 million electricity and gas customer accounts.

E.ON recognises that enabling colleagues to be themselves at work helps to attract, retain, keep them engaged and helps them succeed. E.ON recognises that to succeed and to help tackle the energy issues of the future they need to have a diverse workforce and one that represents the communities in which they operate. That’s why they have developed a huge range of benefits to support their colleagues in addition to having a culture of flexibility, support, embracing differences and promoting change. Here are just a few things that they’re doing to attract women to work for E.ON and to support them once they join.

Attracting female talent to engineering apprenticeshipsAs part of meeting the energy challenges of tomorrow E.ON runs an annual recruitment campaign for apprentices. The campaign focuses on attracting trainee, technically able individuals into technical engineering careers and specifically to increase the ratio of female engineers.

The campaign materials this year focussed on school leavers, A-level students, first jobbers and parents. To reach new audiences, E.ON advertised on a network of websites for females. These included ASOS, Female First and a Facebook advertising campaign specifically targeting females. E.ON also organised ‘just for girls’ open days at a power station, including talks from successful female engineers, practical activities and a tour of the site.

wheretowork.com, radio adverts and a national press advert in Glamour magazine generated an overwhelming response for E.ON and to support this they also reviewed the entire selection process to ensure its was fair for all candidates. Providing diversity training to all assessors, run by HR and supported by the UK Resource Centre for Women in Engineering, is one just one of the significant changes made and helped increase female applications by 45%. Seven girls have joined E.ON’s apprenticeship scheme this year.

Rewarding workBenefits, such as a minimum of 25 days’ holiday with the option to buy or sell additional days, English Heritage discounts and a 24-hour employee helpline are open to everyone. Benefits that support parents at work include childcare vouchers, family travel insurance health cover or

other insurances too. Retail vouchers are also available at lots of stores including major supermarkets and Mothercare.

E.ON also has a new parenting community, which is designed to offer a support network of other parents across the business. Parents share hints and tips, offer ideas for summer holiday activities and discuss the challenges of balancing all of their activities.

Positive experiencesCheryl has worked for E.ON for twenty years and has a positive story to tell about how she feels the company provides for its female colleagues.

“I’m lucky enough to have a part time, term time contract, which is great as it means I don’t need to worry about childcare during the school holidays and all the money I save comes in useful. Having said that, the childcare vouchers I purchase through E.ON save me tax and national insurance too.

E.ON also has a great range of benefits. You can choose to join a gym at discounted rates to get you back in shape after childbirth. As a family, we love the outdoors too, well, when it’s warm! We go camping and the kids love it when we take our bikes, which you can get 15% off if you get them from Halfords. We also get free entry to all the English Heritage sites in the UK.

One of the things I’ve most enjoyed is the training that E.ON gave me with experts on how to read with children. I read to my children all the time, but was amazed how much I learnt and how to get them to interact with me and the story. E.ON paid for my CRB and I have since volunteered to help the children in my local school with reading.

Every colleague is also entitled to a free health assessment. I had mine last month when the health advisor measured and weighed me and gave me some really good advice. He tested everything from my hydration levels, to cholesterol, blood pressure and posture. It was really thorough and I have made changes to my lifestyle since. Promise!

Overall, I feel really supported and looked after as an individual and I’m sure other women at E.ON do too.”

To see E.ON’s current vacancies and find out how your energy could shape the future please visit www.eon-uk.com/careers

Where talent wants to work

E.ON recognises that enabling employees to be themselves at work helps to attract, retain and see them succeed

With a management training programmeas successful as ours, it’s easy to startgetting ahead of yourself.

Enterprise Management Training ProgrammeIf you’re planning on writing your own success story, you should take a leafout of our book. After all, we have a global turnover of more than $12 billion,plus 3,400 people in the UK and Ireland alone.

Our management training programme is just as impressive. For a start, you’ll beable to take advantage of extra fast progression and a super speedy route tomanagement with an organisation that loves to promote from within. The fact is,if you work hard at Enterprise, you could be managing your own branch a littleless than two years after you join.

Quick? Certainly. Possible? Definitely. Our training and support are second tonone, and you’ll be working alongside like-minded people in the branch, eachone of whom will want to meet targets just as much as you – it really is teamworkat its finest. And while the challenges can be tough, we believe in having fun too.Because when you feel good, you learn more and progress faster.

Start getting ahead of yourself by visitingwww.enterprisealive.co.uk/w2w2010 or call 0870 850 1232.

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Company: Enterprise Rent-A-Car Sector: Transport & LogisticsEmployees: 3,100 UK (68,000 globally) (as at July 2010)Locations: UK (East England, Midlands, Ireland, London, North East, North West, Northern Ireland,

Scotland, South East, South West, Yorkshire & The Humber, Wales); Canada; Germany; United StatesValues: Brand, Honesty, Service, Fun, Rewards, Listening, Community, Inclusion

Enterprise Rent-A-Car’s focus on recruiting, retaining and developing top female talent is an integral part of their business success story. Their overall aim of reflecting the communities in which they operate drives their ambition to succeed in this field. It has also led to a greater understanding of the challenges women face in business today and helped forge a unique approach to female retention and development.

As the world’s largest car rental firm, their philosophy is simple - to help ambitious, motivated females become successful business leaders. But to do this, they understand the importance of being truly flexible and committed to providing a supportive work environment that adapts to both career and personal choices.

With a clearly communicated and transparent promotion process, every employee has an equal opportunity to succeed, but within this female development is a critical component. Offering a range of benefits including maternity and adoption phase-back periods and alternative working arrangements helps female employees feel supported in the lifestyle choices they make, comfortable in the knowledge that it won’t impact their career opportunities.

In addition to the company’s attractive maternity package, the maternity phase-back programme enables women to gradually return to their original work schedule whilst receiving full salary. This popular initiative helps female employees assimilate back into the culture of work whilst balancing the needs of a new family.

Female advancement into senior management is also a top priority. Enterprise’s Women’s Committee provides a focus for all on the challenges females face at work and addresses how to effectively support women in leadership and those aspiring to senior management roles. Enterprise also provides a female mentoring scheme, where mentee’s select their mentor based on profiles that detail career history, work style and personality. The scheme provides opportunities to network with females in senior management and offers informal guidance and advice. They also encourage female employees to participate in the Coaching Squared programme – an initiative aimed at helping women overcome the barriers to career development by bringing together female managers from different organisations to meet and offer confidential coaching.

But opportunities for female development are futile without a focus on retention. Enterprise closely monitors this, together with promotion figures,

to ensure initiatives are effective. They have successfully increased the percentage of females in management year on year most recently increasing by 1.0% since July 2009. Since they first entered Where Women Want to Work in 2006, there have been over 36 female promotions to senior management positions. This equates to a 13% uplift in female senior managers who now account for almost 30% of all senior management positions.

Externally, Enterprise’s gender diversity initiatives are often noted as best practice. Last year, they benchmarked with UK women’s advocacy group Opportunity Now and were awarded Gold Standard for their progressive approach to female development. They were also profiled as a ‘Great Place for Females to Work’ by Glamour Magazine. More recently, the company earned the Graduate Development Network’s training award for their comprehensive training and development programmes.

Enterprise aims to encourage females to realise their full potential and personal ambition, without concerns of glass ceiling restrictions. The female success stories at Enterprise demonstrate the supportive culture for female development: Here’s what some of the employees have to say:

Sian Furreedan – Senior HR Manager‘I’ve just completed my Masters in HR and Enterprise has been extremely supportive, providing both financial support and time off to study. When I started my career with Enterprise, I was fresh out of University. Now I’m married with children and running an HR department - Enterprise has been there every step of the way helping me to achieve both my career and personal goals.’

Diane Lynch - Managing Director, Scotland/Northern Ireland‘I’ve moved rapidly through our management ranks since joining in 1996. For women in business, it’s imperative to know that you can have it all. Enterprise has allowed me to pursue my dreams of having a successful career and being a mother. Being included in Management Today’s ‘Top 35 Women Under 35’ list was a huge honour - it’s been great to be recognised both internally and externally for my accomplishments.’

Breaking down the boundaries of female progression

The world’s largest car rental firm, their philosophy is simple - to help ambitious, motivated females become successful business leaders

Working to improve the future.Join the EIB

The EIB, as the Bank of the European Union, is dedicated to improving the future of people’s lives in Europe and around the world. It achieves its goals thanks to a diverse and highly qualified workforce, motivated to support the financing of sound investment projects that deliver tangible results.

Join the European Investment Bank www.eib.org/jobs

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Company: The European Investment Bank Sector: Financial Services Employees: 1,798 (as at July 2010) Locations: Luxembourg, European Capitals, Africa, Australia, CaribbeanValues: Trust, Responsibility, Commitment, Teamwork, Communication

For over 50 years, the European Investment Bank has been working to shape the future of Europe. The Bank, whose capital is owned by the 27 member states of the European Union, is the largest multilateral lender in the world. It is active in more than 150 countries and has a clear mission to support the European Union policy. The Bank targets and invests in sound and sustainable projects that help to address important challenges in society, such as employment, climate change, environmental sustainability, energy security, the development of a knowledge economy and transport infrastructure, literally working to improve the future.

The European Investment Bank has gone through a period of rapid growth in recent years, most notably as a result of the expansion of the European Union and the Bank’s commitment to support European economic recovery. Since 2005, the number of employees has almost doubled, from 1,000 to 1,800 today. Such levels of recruitment have put the war for talent, and especially for female talent, high on the Bank’s agenda. A formal Diversity Strategy was established in 2008, setting a clear action plan for the future, with an immediate focus on Recruitment, Talent Management (including promotion and management development) and the Working Environment (incorporating work-life balance). A recent survey of employees then helped to identify why their people join them and why they stay.

We want to share these reasons with you

RecruitmentThe EIB appeals to professional people who want to contribute to the delivery of viable business and investment projects that tangibly improve the standards of living and quality of life of people in Europe and around the world.

Agnès Morel is a Sector Economist in the Projects Directorate, and joined the Bank in 2009: “I was interested to work for an institution such as the EIB because

I believed it would provide me with enormous challenges and

opportunities and also because working here is very concrete: our

reports are not simply filed away, but used to justify the financing

of projects which have a tangible impact on people’s life. For me, it

was also attractive to work daily in an international environment,

learning a totally new professional culture and cooperating with

professionals from all over Europe. The reality has exceeded my

expectations and is providing a truly enriching experience”.

Talent managementThe EIB offers an attractive and interesting work environment where qualified and motivated people can achieve their professional goals, and

benefit from excellent professional development opportunities through training, internal mobility and merit-based career growth.

Cheryl Fisher is an Associate Director and Head of Division in the Lending Operations in Europe Directorate. She joined the Bank in 1994: “One of the things I really enjoy at the Bank is the variety. I have,

for example, worked in a number of countries; across different

professional disciplines - although I now work in Lending

operations, I started as an economist - with really interesting,

truly multinational teams, in a great environment. The work

is intellectually and personally challenging - combining the

best features of the private and public sector. The public sector

objective impacts on our choice of projects - we aim to select those

which will have the most impact on as many of the Bank’s policy

objectives as possible. All of our projects however involve private

sector funders and sponsors and our professional standards are

those expected in the private sector. This variety and combination

of public and private sector goals have given me the opportunity

to develop both professionally and personally - something which I

find very motivating.”

The Working EnvironmentBesides a multicultural working environment that fosters cooperation and innovation, we encourage a healthy work-life balance and promote flexible work arrangements. The Bank’s location in Luxembourg, at the heart of Europe and in a city which consistently ranks highly in terms of quality of life and personal safety, only adds to the attraction for many of their staff.

Visit the European Investment Bank’s website at www.eib.org to find out more about joining them “Working to improve the future”.

Working to improve the future

We encourage a healthy work-life balance and promote flexible work arrangements

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Company: Genesis Housing GroupSector: Housing SectorEmployees: 1,700 (UK) (as at July 2010)Locations: UK (London, South East)Values: Customer service, Individuality, Partnerships, Efficiency, Valuing staff

Elaine joined Genesis Housing Group as a trainee Housing Officer in 1990 and now as a Deputy Director, she is one of the most senior women in the organisation.

“When I joined the group in 1990 I only planned to stay a couple of years and then go travelling, but nearly 20 years later I am still here and have been privileged to have had a wonderful career.

I have been able to take advantage of the excellent training and development opportunities and the flexible working polices, particularly on return from maternity leave. I am very proud to have worked for Genesis Housing Group and hopefully I’ve played a part in placing them at the forefront of temporary housing in the UK. I’m now looking forward to the next 20 years here!”

Elaine Sanders, Deputy Director

Genesis continues to value the contribution that women make to its business success and this year has launched a ‘Women into Senior Management’ learning programme. This is a series of learning seminars designed to increase the skills and confidence of women working at junior levels to develop their careers. These initiatives are supported by a clear organisational policy on work life balance which aims to support women (and men) to contribute their best and achieve their potential while maintaining important commitments outside the workplace.

The programme is championed by Allison Sofekun, Director of Corporate Services and supported by the Chief Executive, Neil Hadden who is committed to tackling the current imbalance of equality of opportunity. Neil says “I fully support and welcome these initiatives. I particularly want to see senior management reflecting our diverse workforce and customers and these programmes are a great step towards achieving this.”

Diversity in actionGenesis has an active commitment to diversity in the workplace, believing that diversity in its staff brings with it innovation resulting in better services to its customers and a more productive and supportive environment for its staff. It has in place a number of initiatives.

Genesis supports a work-life balance approach recognising its importance to women who want a career but also have commitments and interests outside the workplace. There is a flexible working policy in place, which includes benefits such as compressed hours and part-time working.

Genesis the businessGenesis Housing Group is a registered provider of housing. It combines a commercial approach to the business of providing housing, with a distinct social ethos. Through its subsidiary organisations, PCHA, Pathmeads, Springboard and Genesis Community, Genesis has created a single housing group that is delivering a comprehensive range of housing services and solutions.

Careers at GenesisCareer opportunities at Genesis cover a whole range of jobs from being a housing manager, working closely with their customers delivering social housing services to providing essential maintenance services. Genesis employs a wide range of professionals working not just in supported, temporary and social housing, but also in development and sales of new homes, IT, finance, legal, HR, facilities and other business services.

Aimed at supporting career progression within the Group, qualification sponsorship enables Genesis employees to apply for up to 90% of the costs of tuition, plus study leave to enable them to follow an approved course, leading to a professional qualification directly related to their work. Genesis is proud to have supported a number of women to have gained professional qualifications; it has also put in place a mentoring scheme to support women in their career and personal development.

Samantha Male, Business Manager, has been with Genesis Housing Group for nearly 12 years. Samantha has had a number of informal mentors during her time with Genesis and has found them invaluable with both her career and personal development. After starting an MBA she felt she needed a mentor who could support her through her studies and career development, so was partnered up with a member of the Genesis Executive Team who had been through the same experience of working full time and completing an MBA. Having benefitted so greatly from mentoring and the advice of those who she has followed, she feels that she has an obligation to carry that forward and support other staff. Samantha is also a mentor and has two mentees across the Group.

Samantha would definitely recommend mentoring to other women in the organisation. She says “I now feel like I have someone I can confide in where it would be unprofessional or uncomfortable to talk about my experiences to anyone else. I also feel a level of security and that there are others out there who understand what I am going through and what challenges lie ahead. I’m also inspired and encouraged that my mentor herself is a successful woman.”

I love my job

Genesis supports a work-life balance approach recognising its importance to women who want a career but also have commitments and interests outside the workplace

Staff benefits include:• Interest-free season ticket loan• Annual leave entitlement • Life assurance cover • AXA stakeholder pension plan • Childcare vouchers • Cycle to work scheme • SimplyHealth cash plan • Care First advice line

• Professional subscription • Special contribution awards • Enhanced maternity and adoption pay • Enhanced paternity pay • Enhanced time off for dependants • Flexible working • Car allowances • Additional leave for good attendance •Traininganddevelopment

Recognise a good thing when you see it

M&G is one of Europe’s leading investment management companies, with £178 billion funds under management.*

We have opportunities for graduates in various business areas including Fixed Income, Equities, Retail and in the Information Systems and Business Change Analysis teams.

We are looking for bright, dynamic graduates and those with relevant post-graduate experience/qualifications to uphold our proud traditions of market leading innovation and performance. Our graduate schemes will equip you with all you’ll need to excel with us.

*M&G as at 30 June 2010. M&G is an equal opportunities employer and welcomes applications from all candidates regardless of sex, race, age, disability, religion or belief. SEP 10 / 29734

Visit www.mandg.co.uk for more details

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Company: M&G Investments Sector: Financial Services Employees: c 1,200 (UK) (as at July 2010) Locations: Austria, France, Germany, Italy, Luxembourg, Spain, UK Values: Integrity, Security, Prudence

M&G knows that their role as an employer is very simple – to provide the right environment for talented people to do their best work. In achieving this they recognise and value people’s differences and contributions and know that by employing and managing all kinds of different people, they become a more rounded and balanced organisation, which is a better reflection of the community in which they work.

These underlying principles guide all of their policies and practices which supports their ability to attract talent, increases their ability to retain staff and maximises engagement and, in turn, individual satisfaction and motivation.

M&G supports its goals for diversity through training and development, which includes targeted leadership development to support the emergence of a diverse group of future managers and investors. M&G will continue to integrate its diversity aims into future training and development programmes to ensure that diversity continues to be seen as fundamental to the way we do things.

A diverse workforce means diverse requirements, which can include part-time working, home-working etc. M&G supports flexible working practices wherever possible recognising the importance of flexibility, particularly to women.

Graduate schemes at M&G InvestmentsM&G go out of their way to attract, retain and develop a diverse pool of talent. They believe that by building the capability of employees from varied backgrounds and helping them reach their full potential, M&G is better placed to generate new ideas and products to keep us at the forefront of the industry.

Being on an M&G Graduate Scheme offers you a constant stream of fresh challenges, so you’ll always be stretching yourself and learning new skills. The scheme is flexible enough to accommodate the most ambitious of career aspirations, offering training that’s tailored to your personal needs with maximum exposure to a breadth of business areas.

M&G offer a competitive remuneration and benefits package, as well as professional and technical training to build on your previous experience or post-graduate training. In addition to the above training, you will be mentored by an experienced individual in the business to provide you with support in your career both during and after the scheme.

Everyone is treated fairly and consistently, regardless of background, gender, age, ethnic or national origin, religion, marital or civil partner status, political belief, disability, pregnancy or the fact they are a part time worker. However, it goes further than equal opportunities in that it is

concerned with what they as an organisation do to make sure that everyone can reach their potential and that they tap into cultural differences to achieve organisational success and support staff satisfaction.

Anna was one of two women who were recently recruited for the Business Management Graduate Scheme within the Retail business in M&G, from around 100 initial applicants. They are currently in the middle of their 12 month rotation around the different business areas in M&G. Regarding M&G’s Graduate Scheme, Anna commented “I’m currently rotating around teams in the Retail business on the Retail Graduate programme. This has provided an insightful opportunity to get an in-depth sense of the different business areas before I take on a permanent role. Initially, I was unsure about where my skills would be most suited however this programme has been tremendously helpful. From the outset, you are given the opportunity to get heavily involved in the various business projects, so there’s certainly never an occasion to feel bored. Equally, you’re truly supported as you progress through the Scheme so there is never a feeling of being overwhelmed or lost. I‘ve really been impressed with the training offered at M&G and I absolutely urge girls not to be put by off a career in financial services”.

TrainingA market leading fund manager in the UK, a growing cross-border player and a major institutional asset manager, M&G is the investment arm of the Prudential. A City based company with a growing overseas presence and a record of investment excellence and innovation stretching back over more than 75 years, M&G’s commitment to employee training and development is extensive.

M&G encourages in-house, external and experienced-based training and learning that underpins the development of core skills within the organisation, supports employees’ personal development and performance objectives. M&G also encourages an environment of continuous learning and knowledge sharing, supported through their online learning platform, and where appropriate, projects and placements.

M&G run Leadership Development Programmes such as M&G Academy, Catalyst and Cornerstone, specifically for outstanding high impact, and/or high potential ‘emerging’ talent. The objectives of these programmes are to improve aspects such as Business Acumen, Leadership skills, Networking Self insight and Mentoring. You’ll always be stretching yourself and learning new skills.

A constant stream of fresh challenges at M&G Investments

You’ll always be stretching yourself and learning new skills

At The McGraw-Hill Companies, we understand an inclusive environment is essential to the information and insight we provide that helps individuals, markets and societies around the globe perform to their potential.

And as the world becomes more diverse, so too does McGraw-Hill. When diverse perspectives are explored, minds are opened, opportunity is created and success follows.

To learn more about careers at The McGraw-Hill Companies, please visit our website at: www.mcgraw-hill.com/careers

We are an equal opportunity employer.

We’re ready to cultivate the careers of those who join us – today

> Global Leader > Inclusion Specialist > Career Architect > Educational Groundbreaker > Technological Innovator > Insightful Advisor

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Company: The McGraw-Hill CompaniesSector: Education, Media & Financial ServicesEmployees: 1,836 (UK) (as at July 2010)Locations: UK (Guildford, London, Maidenhead, Oxford); Asia Pacific;Canada;

Europe, Latin America; Middle East & Africa; United States Values: Objectivity, Integrity, Candor, Diversity

How do you compete with the world’s top multinational firms for highly talented, multi-skilled women? It’s not easy. The competitors are voracious, while money is often no object. The financial crisis helped level the playing field briefly, but mega-bonuses and ‘golden hellos’ are returning, and the talent war for top performers is back.

Yet the McGraw-Hill Companies – a group of financial and business information providers that includes credit rating, index and research giant Standard & Poor’s, definitive commodities source Platt’s, leading global education provider McGraw-Hill Education and top market researcher J.D. Power & Associates - are more than holding their own. Around the world they regularly compete with the multinationals for talent.

How? Not by simply competing on salary, but instead by offering a far broader package of benefits and support. Moreover, McGraw-Hill’s culture provides what its rivals’ seemingly cannot – or will not – to actively encourage women to take advantage of all that the group offers.

Work/life balance? Check. McGraw-Hill provides concrete measures like flexible working hours and remote working, not just lip service or a vague acknowledgement that life doesn’t end when you leave the office. Networking? Check. A high-profile, Europe-wide scheme of regular events. Mentoring? Check. An originally women-only programme in Europe, so popular it has been broadened to incorporate male participants this year.

Training and development? Check. Support for personal and professional growth is a key component in McGraw-Hill’s strong appeal to women. The group contributes to the fees for many professional qualifications (such as the CFA, CIMA and IMC) as part of providing an ‘ongoing learning environment’, in addition to providing an industry recognised formal credit ratings accreditation.

“I was delighted when MGH allowed me to work flexibly to pursue an MSc in Economics. This has allowed me to develop, whilst giving back to the company,”says Kathleen Gamper, Associate Director, Ratings.

No surprise, then, that recruitment consultants relish assignments for McGraw-Hill. “The ‘sale’ of McGraw-Hill to potential employees is easier for us as recruiters as we know the company places significant importance on the well-being of all staff members,” says a London recruiter who has been placing women into the group for over 10 years.

Take childcare. Under the ‘MyFamilyCare’ initiative, every McGraw-Hill employee now has free access to back-up nannies and nurseries throughout

the UK – at as little as two hours’ notice. The group continually reviews the offering to ensure that it stays relevant.

Or consider networking. After a highly positive experience during its women-only phase, McGraw-Hill’s in-house networking scheme WINS (Women’s Initiative for Networking and Success) is now welcoming men too. WINS events address skills like communication and conflict resolution, as well as bringing in external speakers (such as the explorer Rona Cant) and giving insight into other group companies.

Collaboration with professional women’s networks, such as a joint session with the City Women’s Network on ‘Motivation and Personal Growth’, has contributed to WINS’ continuing success. So too has adopting a roundtable format that includes senior female staff bringing their experiences within the company to life.

WINS also ensures that all presentations are recorded to enable women in other offices to access the material online. This arrangement is typical of the group’s commitment to increase its outreach via digital technology.

McGraw-Hill also provides many mentors in the group’s fast-growing UK and European mentoring programme. Former mentees have since gone on to become mentors to others.

Diversity is high on the list for McGraw-Hill - women in leadership being a particular focus. Evidence for this comes in the form of Kerry Outlaw, who left her consulting business to join S&P Fund Research in 2009. She heads up the group regionally, devising the strategy and reshaping the business to suit today’s commercial market.

“My personal philosophy is that all things are possible and that inspired people create successful organisations. That is certainly my experience at McGraw-Hill – I am continually inspired by the people around me,” she says.

The McGraw-Hill Companies are more than holding their own in the battle for top talent, thanks to a culture that actively encourages women to maximise personal and professional growth by drawing on its broad package of benefits and support.

Ahead of the pack

Diversity is high on the list for McGraw-Hill - women in leadership being a particular focus

Believing is achieving at National Grid. As one of the ‘Top 50 Places Women Want to Work’ for four consecutiveyears, we’re actively committed to finding new talent and providing an innovative, creative workspace – not leastto women engineers. And as the proud recipients of an ‘Inclusive Culture Award’ and sponsors of this year’s IETYoung Woman Engineer, we can reassure you that diversity is top of our agenda.

We can tell you about how a recent survey found that our leadership support on gender equality wasimpressively strong. You can hear about our supportive Women in Networks group, the largest of all ouremployee networks. And we can even introduce you to the 20% female representation on our board – a trueachievement amongst FTSE All Share and AIM-listed companies. But really, the best way to discover why anengineering career with National Grid is such a great opportunity is to find out for yourself. National Grid hasa huge engineering estate that can provide a wide range of opportunities to develop your skills and knowledge,whatever your engineering background.

http://ukcareers.nationalgrid.com

Our working environment fully values the diversity of people.

Believe:Achieve

Date: 17.08.10 Op: SGRevise: 1: Esend: FaxSize: 330x226 SET AH: Fiona Pub: Daily Telegraph/Sunday Telegraph

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874233 Nat Grid 330x262 17/8/10 11:32 Page 1

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Company: National Grid Sector: Utility / Energy Employees: 28,000 (as at July 2010) Locations: UK, northeastern United StatesValues: Respect, Integrity, Ownership, Teamwork

As the largest utility in the UK and the second largest utility in the US, National Grid plays a vital role in delivering gas and electricity to many millions of people across Great Britain and the Northeast US. National Grid are taking a leading role in shaping the energy landscape, and seeking to ensure that efficiency, affordability and security of supply go hand in hand with environmental responsibility and sustainability. National Grid is making a massive investment in our Transmission business to update and extend our electricity and gas transmission and distribution networks – including overhead lines, pipes, substations and other infrastructure projects. With £3.9 billion worth of planned capital investment, we’re creating a range of exciting and challenging opportunities for skilled and talented people like you.

Whatever your background, you’ll make the most of your expertise on high profile, high impact projects. As a global leader in innovation your work will help to set national and international standards, informing renewable energy source projects and developments around the world.

But it is not all about getting your hands dirty – just because National Grid is an engineering company doesn’t mean you have to be in a field based job, in fact many of our engineers are office based in roles involving planning, designing, project managing and monitoring. They need to be creative and find solutions to a variety of problems, continually working in their teams to get the right answer to ensure National Grid works as efficiently as possible.

No experience, no problem!National Grid have designed a suite of Development Programmes which are a fundamental part of their ‘Grow our Own’ strategy, which aims to ensure they are developing their own internal talent pipeline to ensure we have the skills we need to future energy demands.

The programmes cover:• AdvancedApprenticeship• ConstructionEngineerTrainingProgramme• EngineerTrainingProgramme(GasandElectricity)• Students• GraduateProgramme

The Development Programmes enable National Grid to bring in entry level people in and train them so they have all the necessary skills and competencies to work efficiently in the organisation. The people that join National Grid’s programmes are of all ages, gender and ethnicity, so don’t think because you’re joining an Apprenticeship programme you have to be 16 and straight out of school.

For more information on the entry requirements please go to their website: www.nationalgrid.com/freshtalent

Calling all experienced engineers…Due to the amount National Grid are investing in developing the transmission system in the UK they need engineers from a variety of disciplines to help them achieve their goals. They are currently recruiting for Electrical, Mechanical, Civil, Construction and Project engineers across the UK.

These roles are involved in designing the new transmission system, managing the build of the new networks which could be laying gas pipelines and electricity transmission lines across the British countryside.

National Grid also have opportunities to manage the transmission assets (i.e. overhead lines, substations, gas pipelines); including identifying needs for new assets through to removing them from the system, the responsibilities include maintenance and fault repairs. You may choose to join National Grid in a role controlling the electricity in the system, balancing supply with demand, and providing a level playing field for all parties to connect and trade energy

For more information on these roles please visit their website at www.nationalgrid.com/uk/Careers/Transmission/

What’s in it for you?As well as competitive salaries and a flexible benefits package which ensure you get the added benefits which are most suited to your lifestyle, working at National Grid brings other benefits:• Sustainability–therewillalwaysbeademandforenergy,sothey’llalwaysbe

a requirement to transmit it across the UK• Interestingandvariedwork–withanorganisationthissizeyoucanhaveas

much variety as you want• Work-lifebalance–NationalGridarecommittedtoensuringouremployees

get a good balance between work and play• Opportunity to help in thewider society–NationalGrid runs a large

number of volunteer programmes that you can get involved with from Special Olympics to being a reading partner with primary school children.

Play your part in the future of energy

… make the most of your expertise on high profile, high impact projects …

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Company: Prudential Sector: Financial Services Employees: 2,800 PruUK & Europe (as at July 2010) Locations: UK; France; Asia Values: Achieve, Challenge, Inspire, Connect

Prudential is one of the largest and most successful insurance companies in the world with a proud history stretching back over 160 years. Prudential UK is a leading life and pensions provider to approximately 7 million customers in the United Kingdom.

Their success is built on a number of major competitive advantages including significant longevity experience, multi-asset investment capabilities, a strong investment track record, a highly respected brand and financial strength. Prudential UK continues to focus on its core strengths including its annuities, pensions and investment products where it can maximise the advantage it has in offering with-profits and other multi-asset investment funds.

Prudential also has a remarkable track record of innovation. Prudential was the first to introduce workplace pensions in 1929, insurance policies for children in 1856 and for single women in 1926. More recently, Prudential’s growing range of retirement options reflects this talent for innovative thinking.

In the UK, Prudential has in the region of 2,800 employees, with office locations in London, Reading, Stirling, Dublin and Mumbai. In addition to serving our customers directly, we work with Financial Advisers all over the UK and provide corporate pension schemes to over 20 per cent of Britain’s top 350 companies.

DiversityPrudential’s proud tradition of diversity stretches all the way back to 1871 when they were one of the first companies in the City of London to employ female clerks.

Having a diverse workforce is a huge asset when you consider the huge variety of customers Prudential serves and they are committed to one that reflects the diversity of our local communities. The working environment is designed to be friendly, supportive and professional. Their goal is to ensure that everyone is treated fairly, with respect and has the opportunity to reach their full potential within the company.

What’s in it for you?Their Human Resource function plays an important role to help make Prudential ‘a great place to work’ by creating a challenging, rewarding, high performance culture, where people feel valued and developed.

Career progression - Prudential operates in a highly competitive industry and therefore must rely on everyone in the business working to their full

potential. To achieve this Prudential has established a framework which includes setting goals, providing feedback and support, and linking pay to performance. The performance management process explains the standards of performance and behaviour expected across the organisation. It also allows Prudential to identify the learning and development required by employees to reach their full potential. Prudential believes this helps the business succeed in a competitive marketplace and helps make employees’ jobs more rewarding.

Opportunities – All employees have the opportunity to get the help and support they need to actively manage their careers. This can take many forms including attending development programmes or taking on projects or roles that stretch them to achieve their full potential. Employees are positively encouraged to manage their own development through Prudential’s online learning management system, Learning Space (which has more than 3,000 different modules), and will be given every opportunity to fulfill their potential. Prudential’s development framework provides everything from regulatory training, functional technical development, Foundation Skills programmes, to management and leadership development.

Salary and bonus – Prudential believes that contribution to the success of the business should be reflected in pay, both fixed and variable. The annual salary and bonus review is an opportunity to maintain a competitive pay structure by aligning it to the market and to also reward contribution.

Benefits - Prudential genuinely believe that its people are its greatest asset. For that reason, they want to recognise and reward the contribution that everyone makes to this overall success by providing a comprehensive benefits package. The package can be tailored to lifestyle requirements. ‘You Choose’ Prudential’s flexible benefits scheme gives employees the opportunity select from a range of benefits, from extra holidays to healthcare or retail vouchers. What’s more, these benefits can be changed every year to fit in with key life-stages such as getting married or having a baby. With some of these benefits you can even choose cover for your partner or other family members. Additional benefits also include employee share purchase plans, and retirement savings and life insurance.

Women at Prudential

Prudential’s proud tradition of diversity stretches all the way back to 1871

Thinking DifferenTlyabouT your fuTure?

EngineerEngineer

Edwina,RWE npower Graduate








npower.com/brighterfutures

“It’s not about finding a job, it’s about finding a career”

This is the view of RWE npower engineering graduate Edwina Vernon. This is the view of RWE npower engineering graduate Edwina Vernon.

To find out more about how ‘brighter futures’ at RWE npower could To find out more about how ‘brighter futures’ at RWE npower could influence your future please visit:

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Company: RWE npowerSector: EnergyEmployees: c12,000 (UK) (as at July 2010)Locations: UK (Midlands, North East, Swindon, Yorkshire, Wales); Germany Values: Customer focus, Performance, Forward thinking, Trust, Reliability, Diversity & inclusion

RWE npower, a major integrated UK energy company, take a lead when it comes to promoting opportunities for women in an industry traditionally seen to be male dominated.

Nick Smith, Head of Diversity and Inclusion, champions an inclusive attitude which includes promoting their industry to young people at all stages of education. Nick comments that “although historically men have dominated energy businesses a small but growing number of talented women are joining on merit and making their mark. We have several women in our top tiers and those looking to join can rest assured that providing they display ability there is nothing to prevent them reaching senior levels.”

RWE npower feel that there is no single solution to recruiting more women into the Energy Industry. They believe a strong set of Diversity and Inclusion principles endorsed at Chief Executive and Board level, allied to the provision of genuine opportunities and energetic promotion of such a culture, attracts women to want to join. Emma Wilson, a member of RWE npower’s Women’s Network Steering Committee confirms “we have seen several women join in recent years and become part of our network. There is no doubt that opportunity is provided to forge a career. Our network provides chance to meet and discuss matters relevant to us so, for example, we helped improve the fit of protective clothing worn on site which benefited not only our women but also several men as well! People from all backgrounds are valued and the company has a great attitude towards diversity.”

Flexibility and a sense of community and corporate responsibility are all strands upon which the company base campaigns. However they recognise the need to work to promote themselves and the energy industry in general to females from an early age, so that in time more women will be attracted into engineering and related careers. The RWE npower “brighter futures” programme therefore aims to inspire young people from their first day at school to their first day at work. It involves a range of activities designed to excite youngsters about STEM subjects and bring to life the world of work, including power station tours and npower enthuse days at schools.

RWE npower believe that in time these initiatives will lead to more women choosing to study engineering and STEM at university but, for the moment, they continue to work to promote the message that they are a truly inclusive organisation.

RWE npower have effective partnerships with a range of Education Business Partnership Organisations including the Institute for Education Business Excellence. They support teachers to deliver lessons that relate to the typical workplace at organisations like npower, in turn asking them to promote the fact that today women can thrive in such environments. This has paid off as Nick Smith points out, “in common with many engineering led companies we need to attract talented engineers from all backgrounds so it is gratifying that we have seen an increase in women graduates applying. Several have been appointed and this provides evidence that our message is getting through.”

A unique feature of RWE npower’s attraction is their annual ‘energy challenge’, a UK wide inter-university competition where teams from leading universities look at how power companies might respond to climate change. With the final at Wembley Stadium this has become a highlight for engineering departments. Bob Athwal, Head of Graduate Recruitment, confirms that “it has been a great success and we have noted with pleasure the diversity of the teams. There are talented women out there and we have opportunities for them.”

Clearly npower are determined to offer opportunity to the right people irrespective of background. They set clear targets: over the last three years they have sought female candidates for at least half of all jobs in senior management grades and this year of the ten graduate engineering places available six have been offered to women. The fact they have achieved this, that 41% of all employees are women and the obvious commitment towards removing barriers to progression ensures that RWE npower continue to be one of the country’s top companies ‘where women want to work’.

A “brighter future” for women

41% of all employees are women and the obvious commitment towards removing barriers to progression ensures that RWE npower continue to be one of the country’s top companies where women want to work

Where Women Want To Work Guide

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Transcript of Where Women Want To Work Guide