Image showing the ERG Front cover design

We are also ambitious to:

 
  • Ensure that women make up at least 50% of our Executive Committee by 2030.
  • Increase representation of race, ethnicity and gender in our workforce and across all our localities.
 

And,

 
  • In the UK and by 2030 at the latest, our ambition is that more than 30% of our workforce will be women. This includes more women in senior grades and in Science, Technology, Engineering and Maths roles.
  • We will continue to define our other ambitions with regards to diversity and inclusion.
 
We believe that increasing diversity and embracing difference drives innovation, accelerates performance and creates a better working environment for everyone. It’s the right thing to do, and it’s vital to our future success.
 

Employee resource groups 

 
We recognise that it is vital for all staff to feel that they can be themselves in the workplace, regardless of their Gender, Sexual Orientation, Disability Status, Ethnicity, Race, Religion, or anything else which makes them unique. We know that when people don’t feel included, this can seriously affect their mental health and in turn affect their ability to come to work. We also know that in order to get true innovation and high-functioning teams, we need to increase the diversity of our workforce.
 
What is an Employee resource group?
 
An ERG is an employee-led group that helps challenge us to think differently, act differently and open opportunities for learning across our business. ERGs enable our people to find their own community within BAE Systems. Friendly and supportive, our ERGs are there to support anyone, but particularly those who belong to under-represented groups and who may be facing additional struggles.
 
ERGs aim to:
 
  • Educate employees around various diversity dimensions
  • Empower employees by providing professional & personal growth opportunities
  • Engage in strategic partnerships within the community to support D&I initiatives 
  • Drive the company’s mission, core values and D&I strategy
  • Be national in scope, serving multiple locations
 

 

Embrace
Supporting Cultural and Ethnic Diversity

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An employee-led initiative that supports cultural and ethnic diversity. Acts as a forum for discussion and change where the benefits of cultural diversity are promoted, embraced, and realised.  
 
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ENabled UK
Supporting our Disabled Community

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Support for employees with visible and non-visible disabilities, those who care for someone with a disability, and non-disabled allies. Promotes disability equality and works closely with senior leadership to make sure our working environment is accessible for all. 
 
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GEN
Supporting Gender Equality

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The Gender Equity Network (GEN) is for all employees who believe everyone should be given the opportunity and support to succeed in their career, regardless of gender. The ultimate goal is to no longer be needed because gender barriers and biases will have been broken down in the workplace.
 
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MindSet
Supporting Mental Health and Wellbeing

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Brings together colleagues and sponsors to raise awareness of mental health and create a culture of openness and conversation. It also provides a community of support and resources for all colleagues to focus on their mental wellbeing. 
 
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OutLinkUK
Supporting Gender & Sexual diversity

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Employee-led Lesbian, Gay, Bisexual, Transgender, Queer/Questioning and Other (LGBTQ+) group. Works to create an environment that is open and inclusive and provides support to people who may be experiencing issues with sexual orientation or gender identity, as well as their allies. 
 
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Vetnet
Supporting our Military Community

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A network for veterans, reservists, and their supporters. It's a community to share and learn from each other and access support and mentoring. Focused on making BAE Systems a natural next step and home for veterans, while supporting their transition to civilian life.
 
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Pledging our support for Charters, Missions and Taskforces

 
Image showing Corporate Covenant signing video still As part of our drive to increase diversity and inclusion and across our international business, we have committed to support a number of projects in areas such as gender, mental health, assistance for veterans and social mobility.
 
Providing opportunities for all employees to thrive in the workplace regardless of their race, gender or background is a vital characteristic for successful and responsible businesses. Learning from other organisations and working together is an important factor in increasing diversity and inclusion throughout the sectors we work in.
 
 
BAE Systems has signed a number of Charters and Pledges for the UK region including:
 
  • Armed Forces Covenant - we were the first Defence Company to sign up to the UK Armed Forces Covenant, cementing our commitment to supporting those who serve, have served and their families.
  • Movement to Work - we are committed to supporting this project and working together to tackle youth unemployment.
  • Neurodiversity in Business (NiB) – we’ve joined some of the UK’s leading companies in founding NiB, a new organisation which will support the participation of neurodivergent individuals in the workplace.
  • Social Mobility Pledge - the pledge asks signatories to partner with schools or colleges, deliver structured work experience and apprenticeships to those from disadvantaged backgrounds. It also asks signatories to open employment recruitment practises to those from disadvantaged backgrounds.
  • Stonewall Diversity Champion - BAE Systems is a Stonewall Diversity Champion. The Diversity Champions programme is the leading employers' programme for ensuring all LGBTQ+ staff are accepted without exception in the workplace. We work closely with Stonewall to ensure we create inclusive and accepting environments for all our UK workforce. 
  • The Dyslexia Pledge - we pledged to define dyslexia as a valuable thinking skill set, offer adjustments to help every dyslexic thrive, tailor recruitment processes to spot dyslexics and support affinity groups.
  • The Valuable 500 - this is a global movement putting disability on the business leadership agenda.
  • Mental Health Commitment - this pledges employers to change the way we all think and act about mental health in the workplace
  • Women in Aviation - a pledge for gender balance across aviation and aerospace.
  • Women in Defence - the Women in Defence Charter is a commitment to work together to build a more balanced enterprise across the defence sector.
  • Women in Maritime - over 121 companies in the maritime sector have signed a pledge designed to signal intent on gender diversity.
  • Women in Technology - the Charter is designed to increase diversity within the UK’s tech companies, with the aim of achieving equal opportunity and representation for all employees in the sector.
 
 
 
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