People matter at Bulb
Bulb share a snapshot of their latest diversity statistics
By Meera Patel, Talent and Diversity Specialist at Bulb
B Corp stands for something that we believe in passionately here at Bulb: that companies have a social and environmental responsibility over and above making a profit. Building a diverse team is a crucial part of this journey. A team that reflects our member base means we’re better able to understand our members’ needs and it will help us achieve our mission of helping people lower their bills and cut carbon emissions. And we can’t improve what we don’t understand, so being transparent with our diversity data is the first step in building a diverse team.
Sharing our progress so far
Here are some of the steps we’ve taken recently to improve diversity at Bulb and celebrate the brilliant team we already have:
- Created an anonymous way to maintain current, accurate diversity data. We designed a system which provides us with real-time, accurate data. Our team complete the survey once, typically when joining Bulb, and our records are updated when a team member leaves.
- Celebrated LGBT History Month and International Women’s Day. Bulb has a vibrant LGBTQIA community. This was clear to see during LGBT History Month; a month of events to celebrate diversity in gender and sexual orientation at Bulb all based around the theme ‘Peace, Activism and Reconciliation’
- Started hiring apprentices. Apprentices are a great way for us to find ambitious talent from diverse backgrounds. They’ve been a brilliant addition to the team so far and we look forward to welcoming more in the future.
- Reduced our reliance on academic background for Energy Specialists. We did this by introducing pymetrics (specially designed games which test candidates fairly) into our hiring process. This means we learn more about applicants without relying on academic screening and avoiding unintentional implicit biases.
- Launched a Diversity and Inclusion Forum. We now have a monthly forum with people from all sorts of diverse backgrounds, sharing ideas about what we can do to make Bulb a more diverse and inclusive place.
What we’ve got planned
We’re proud of the work we’ve done so far, but there’s more to do. Here’s what we’ll be focused on in the next few months:
- Improving our set up to encourage a more diverse team. It’s important we’re set up for a diverse team. Some of the things we’ll be looking at are how we accommodate disabilities and health problems, designing a Diversity and Inclusion on-boarding session for all new joiners and a curriculum for managers.
- Launching an inclusion survey. Our new diversity database is a great improvement to how we track and understand our diversity data, but it’s only part of the story. Inclusion data tells us what it feels like to work at Bulb as an individual.
- Representing Bulb at more events. This month, we hosted a series of events for Mental Health Awareness Week, thinking about how we can improve mental health in the workplace. And we’re excited to be walking in the parade at London Pride this year.
- Designing a tech internship. Only 11% of software engineers in the UK are female and we’re thinking about how we can change that. We’ll be launching a tech internship to encourage more women to join Bulb in an engineering role.
- Appointing more Diversity and Inclusion champions. As the team has grown, we think it’s important to have champions across Bulb from lots of different backgrounds. Building on our Diversity and Inclusion forum, we’ll be looking for dedicated team members to join Caroline.
Our latest Diversity Statistics (April 2019)
The data below shows that while we’ve made improvements in diversity since our last update, we still have a way to go. Today, our team better reflects the ethnic and educational diversity of the community we work in, but is still predominantly young and male. Measuring and reporting these statistics will help us to improve.
Bulb has more males than females: 37% of team members identify as female, a slight decrease on November 2018. In product and technology roles this decreases to 22%. 1% of the team identify as non-binary or genderqueer; this is increasing. We need more women in the team to be representative of the UK workforce, which 47% female.
Bulb is becoming more ethnically diverse: 71% of the Bulb team identify as white, compared to 78% in November 2018. Those identifying as Asian/Asian British have seen the biggest increase from 7% to 12% in 6 months. London is 60% white, meaning bulb still underrepresented people of colour.
Bulb has a large LGBTQIA community: 13% of people at bulb identify as LGBTQIA, 2% lower than November 2018. This is much higher than the 2% UK average.
The Bulb team is becoming more educationally diverse: 19% of the Bulb team is independently educated and this number is decreasing and 38% of the Bulb team are the first generation in their family to attend university. Compared to the UK average of 87%, Bulb currently underrepresent people with a state school education. Since March 2018, the number of people who are the first generation to attend university has increased from 27% to 38% (the UK average is 50%).
Thank you to Bulb for sharing this report and encouraging business to prioritise diversity and inclusion and be transparent about progress. To read Bulb’s full report, including representation of people with disabilities, parents and representation of leadership across diverse groups, click here.
A first step for businesses interested in measuring their social and environmental impact is by using the free B Impact Assessment tool. Any company wishing to certify as a B Corp has its performance assessed by B Lab across all dimensions of its business. These companies are on a journey of continuous improvement to ensure business leverages its power to be a positive force in the world.