Employee Inclusion Networks

• We offer a Female Mentoring programme and are committed to provide mentoring support to any interested female colleague, either through a one-to-one mentoring relationship or through a mentoring circle. As part of this programme, colleagues are either mentored internally or as part of the 30% Club Cross-Company Mentoring programme
• We aim to significantly improve the number of women at middle and senior levels across our UK businesses. Our structured talent programmes support colleagues in developing a wide range of skills, as well as the mindset and confidence to progress into leadership.
• We are very open to flexible working and encourage discussions on flexible working arrangements for any of our advertised roles.
• We offer enhanced maternity and adoption pay and have extended our paid carers and compassionate leave.
• We have signed the Menopause Workplace Pledge and introduced guidance and support for anyone experiencing menopausal symptoms at work. An internal Menopause Support Community has been created to share personal experiences and tips with peers. Our people are also able to use the Peppy app to access free advice and resources from healthcare professionals on the topics of women’s health, men's health, fertility, pregnancy and parenthood, menopause, and neurodiversity support.
• We have a very active Women’s Inclusive Network (WIN), offering a safe space to build relationships, expand professional networks and be inspired by colleagues. WIN also works closely with the Company leadership to support diversity initiatives and strengthen engagement with female colleagues.
• The Young Women's Community has been established as a sub-group of WIN to prodive opportunities for networking, career and skills development.

• At the start of 2020, we became signatories of the Business in the Community Race at Work Charter and committed to taking action to make sure that ethnic minority employees are represented across our business.
• In 2021, we launched our first mentoring programme for colleagues from under-represented ethnicities. As a result, we've committed to providing mentoring support, either through a one-to-one mentoring relationship or through a mentoring circle. We also participate in the Mission Include Cross-Company Mentoring programme with colleagues taking part as either mentors or mentees.
• We have an Exec sponsor for Race and Culture who works closely with our Communities to make sure their voices are heard and views represented.
• We offer regular training for leaders and People Managers on inclusive leadership to highlight and alert them to issues, including understanding bias and privilege, inadvertent racism, microaggressions and conscious inclusion.

• We're a Disability Confident Leader (Level 3) on the government's voluntary ‘Disability Confident’ scheme. This scheme supports employers to think differently about disability and helps us improve how we attract, recruit and retain people with disabilities and health conditions.
• As a proud Disability Confident Leader, we’re committed to offering an interview to all candidates with disabilities who meet the minimum criteria for the role they are applying for.
• We’re a member of the Business Disability Forum, a not-for-profit membership organisation that supports businesses of all shapes and sizes to improve their recruitment and retention of disabled employees, as well as better serving customers with disabilities. The Business Disability Forum helps us to improve and tailor the support we offer colleagues with a disability or long-term health condition.
• We have an Executive Sponsor for Disability and a dedicated Digital Accessibility Specialist who focuses on improving digital accessibility and content design to maximise inclusion.
• We have a dedicated Workplace Adjustments Specialist who supports and guides managers and colleagues across the organisation. Learn more about our Workplace Adjustments here.
• We have trained a network of over 60 Mental Health First Aiders across the business to support colleagues and raise awareness of mental health issues in the workplace.

Our Carers Community provides a space to:

• Connect with colleagues who understand the unique challenges of being a carer.
• Share experiences and get practical advice.
• Learn more about how the organisation supports colleagues with caring responsibilities.

At Sopra Steria, we have a Carers Policy and Paid leave allowance.

Read our VERCIDA article to find out more about how we support carers:
Making a difference: Sopra Steria’s commitment to carers.

• Our PLUS Network is an inclusive network for people identifying as Lesbian, Gay, Bisexual and/or Transgender, as well as other sexual and gender identities and allies. We work closely with the network to connect people and raise awareness on issues experienced by the LGBTQIA+ community at work and in wider society.
• Our PLUS network provides colleagues with access to networking events and social activities, learning and development opportunities, mentoring and peer support, advocacy and awareness campaigns, and more!
• We recognise the importance of having LGBTQIA+ allies and offer an Allies scheme. For us, being an LGBTQIA+ Ally is about taking a genuine and active interest in the treatment of LGBTQIA+ colleagues, calling out unacceptable behaviour and using our voices to promote positive change. LGBTQIA+ Allies can show their support by requesting and wearing our rainbow lanyards.
• We have an Exec sponsor for the PLUS community, who works closely with the Network to promote LGBTQIA+ inclusion.
• We have a Trans Inclusion policy, which offers support and guidance for colleagues who are transitioning while working for us, as well as for their manager and colleagues.
• All leaders, managers and colleagues within Sopra Steria must commit to our Zero Tolerance Pledge, to work together to address bullying, offensive and insensitive behaviour of any kind. This pledge includes mandatory training for all employees on equality, diversity and bullying and harassment. 

• Veterans.
• Reservists.
• Cadet Force Adult Volunteers.
• Spouses of those currently serving in the Armed Forces.

• Discuss how to overcome tangible problems and, as a last resort, take problems to the Senior Leadership team in Sopra Steria for resolution. 
• Ensure that the Sopra Steria UK Senior Leadership team uphold their commitment to honour the Armed Forces Covenant and support the AFC.
• Bring together the AFC and its supporters to celebrate the positive capabilities that the AFC brings to Sopra Steria UK. 
• Act as a conduit for anyone in the AFC to talk about their issues. Our aspiration is that within the AFCN we will have trained ‘Mental Health First Aiders’ who will be able to listen to concerns and provide support during difficult times. Non-exhaustive examples include: 
  • Veterans that are struggling to adapt to life outside the Armed Forces.
  • Spouses/Partners of serving personnel worried about their loved ones. 
  • Reservists and Cadet Instructors struggling to juggle their civilian and military roles. 
  • Those with ​PTSD (diagnosed or not) who are unclear about where to turn to support. 
  • Anyone who simply just wants to talk to a willing volunteer that will be able to empathise and advise.