The John Lewis Partnership is introducing new support for working families by becoming the first UK retailer to launch six months’ equal parenthood paid leave. Plus, two weeks’ paid leave for any Partner who experiences the loss of a pregnancy.
These commitments, alongside the start of a pilot programme to provide career help for young people leaving the care system, are part of a new package of support for Partners (employees), who jointly co-own the business. Informed by feedback from Partners, these commitments support the company’s vision to become the UK’s most inclusive business for its Partners and customers.
Equality is a founding principle of the Partnership. Formed almost 100 years ago, it is supported through the company’s employee-owned business structure and written Constitution. The new commitments are a stride forward in redefining the Partnership’s responsibility to this principle and what it means to its Partners in today’s society.
Support that forms part of the Partnership Plan includes:
Equal parental pay and leave
From this autumn, all Partners – regardless of how they have become a parent – will receive 26 weeks paid leave (14 weeks at full contractual pay and 12 weeks at 50% contractual pay) once they have worked for the Partnership for one year. Studies show that sharing childcare can be good for gender equality and reducing the gender pay gap. However, being able to afford to take time off remains a barrier – particularly for low-income families.
Pregnancy loss support
Any Partner who experiences the loss of a pregnancy will be entitled to take two weeks’ paid leave. Like all Partners, they will also have access to emotional support through the Partnership’s free counselling and mental health services.
Flexible First commitment
All job vacancies will have a flexible working option unless there is an operational reason why this is not possible. A ‘blended’ working approach for office-based Partners is also underway. This provides Partners with choice and flexibility with where and how they work.
Part-time working
Through its internal Part-Time Advisory Group, the company has identified more ways to support part-time Partners to help them progress. This includes changes to its flexible working policy and reviewing its recruitment processes.
Supporting young people leaving the care system
The Partnership is starting a pilot programme with Essex County Council to help young people age 18-24 leaving the care system into employment. It will help identify job opportunities via its current job vacancies. It will also provide support including coaching and mentoring and interview practice in the run-up. Plus, it will continue with ongoing coaching and mentoring once a role has been secured.
Supporting ethnic minorities
Inspired by work achieved by its internal Black Partner Advisory Group over the last 12 months, the Partnership will expand its reverse mentoring scheme; seeing ethnic minority Partners from across the Partnership mentor senior leaders. To cater to a broader range of customers, it will continue adding new products online and in its shops.
Inclusion Committee
The Partnership is creating an Inclusion Committee that launches in the summer featuring Partners as well as external advisers who have strong diversity and inclusion experience. The committee will help accelerate and scrutinise the delivery of plans to be a more inclusive business that welcomes and celebrates diversity.
Commenting is Sharon White, chairman of the John Lewis Partnership. “As an employee-owned business, equality matters to us. We want John Lewis and Waitrose to be a place for everyone and for people from all walks of life to feel valued so they can thrive in our business.
“We want to be there for our Partners to support them in important life moments, whether that’s stepping into the world of work for the first time, or becoming a parent.”
Further information on the Partnership’s commitments to diversity and inclusion can also be found in its Be Yourself. Always Report. The John Lewis Partnership was the first UK high street retailer to publish its ethnicity pay gap as part of this report in January 2020.
Plus, it was the first to publish its parental pay and leave policies in full last year on its jobs website. This means parents applying to the business know what support is available to them. The John Lewis Partnership is also a signatory to the British Retail Consortium’s Diversity & Inclusion Charter.
