Since 2017, our combined median pay gap has more than halved to 2.8% and continues to be lower than the ONS reported national average median pay gap of 15.5%.
In our Diageo Great Britain business, this year, the gap has again widened in favour of women, and in our Diageo Scotland business it is unchanged. We are proud of the progress we are making, but we know there is more to do.
We’re delighted that, following the introduction of ambitious family leave policies in 2019, the average number of days taken by men for family leave increased from 11 to 92 in our Diageo Great Britain business and from 11 to 109 in our Diageo Scotland business.
Championing inclusion and diversity is one of Diageo’s strategic priorities and we want to leverage the broadest range of backgrounds and skills to create a fully inclusive, high-performing culture. In 2020, 39% of leadership roles globally were held by women. As part of our new ‘Society 2030’ sustainability action plan, our ambition is for 50% of leadership roles to be held by women by 2030.
We recognise that gender parity is just one measure of an inclusive workplace and we are dedicated to creating a culture where every individual can thrive. In November 2020 we set an ambition to increase representation of leaders from ethnically diverse backgrounds to 45% by 2030. In October 2020, we joined the ‘Change The Race Ratio’ campaign to champion ethnic diversity in business in Great Britain. By joining the campaign - coordinated by the Confederation of British Industry – we have committed to taking meaningful action that will not only increase ethnic diversity in business, but also create a culture that enables all individuals to thrive.