FORSTER COMMUNICATIONS – IMPACT REPORT 2020-21 ACTION FOR EQUALITY AND DIVERSITY OURSELVES IN A YEAR WHICH SAW THE UNEQUAL IMPACT OF THE PANDEMIC ON PEOPLE IN THE UK, AND THE GLOBAL BLACK LIVES MATTER MOVEMENT, WE RECOGNISED WE NEEDED TO DO MORE. Building diversity and inclusion Achieving gender balance We created a new Diversity and Inclusion We are majority owned by women with Plan which is currently being assessed by a female CEO. However the majority of 33% industry experts to ensure it reflects best directors are men. This skews average practice. We also changed our recruitment pay and means we have an overall gender OF OUR SUPPLIERS practice, moving from blind CVs to no CVs pay gap of 34.6%. We are working to with three questions for initial selection. achieve a better balance through promotion ARE MEMBERS OF We expect these changes to impact the of talented female staff into senior roles. make-up of our team in the coming years. THE LIVING WAGE Providing work experience CAMPAIGN Paying a living wage Our work with the Social Mobility Foundation We have been members of the Living to provide work placements had to be put Wage Campaign since 2014, paying all on hold due to the pandemic. We are looking interns the London Living Wage. We at the most effective way to increase access encourage all our suppliers to join and our into the profession as part of our Diversity latest tracking shows that 33% are now and Inclusion Plan. members, a 6% increase from last year. 10