Diversity and inclusion

O2 has a diverse customer base and we want the people who work for O2 to be equally diverse. 

Danuta Gray, Chief Executive Officer of O2 Ireland, champions our diversity programme and in 2005 we published a framework to help each local business develop relevant policies.

Group-wide we want to:

• Provide a culture where everyone feels valued, respected and included.
• Serve all parts of society with the benefits of mobile communications.
• Act positively to reach out to under-represent groups in our community and the community at large.

We take into account people’s different needs in the workplace, including respect for religious differences and practices.

During 2006, O2 was the first major company to adopt the Segala trustmark as standard through its online content. The trustmark is an endorsement of the importance O2 places on the ability of people of all age groups and capabilities to view and engage with content on the company's corporate website, www.o2.com.

We continued to measure our diversity policies more closely in terms of age, gender, ethnicity and disability.

We appointed a full-time diversity and inclusion manager in the UK to raise awareness among employees and increase the diversity of job candidates. We are also working with external consultants to help shape our diversity policies and processes. Employee diversity data is reviewed every six months by the O2 Executive Committee.

O2 aims to treat all employees, contractors, suppliers and customers equally.