Equifax, the consumer and business insights expert, has announced the next phase of its diversity and inclusion programme – the launch of their internal business network InterACT. Working in partnership with Work.by Design, Equifax have designed a programme to tackle unconscious bias, change mind-sets, start different conversations and help their people build confidence and resilience so they can be at their best.

The programme will involve a combination of seminars, networking, eLearning and coaching across the Equifax UK offices, with a particular focus on helping women progress to senior roles. It builds on existing employee training, wellbeing and inclusion projects at Equifax in recognition that their people are their biggest asset.

Beth Whelan, Head of Collections & Recoveries Products at Equifax, said: “Bringing the Work.by Design team in to engage our colleagues is part of our #AtYourBest campaign to enable our people to grow both professionally and personally, and ensure Equifax and TDX Group remains a dynamic, collaborative and progressive company. We recognise that employee wellbeing and equal opportunities are vital to the success of our people and the company as a whole, and the programme is the latest part of our strategy to support colleagues in their confidence and development at work.”

Claire Dunn, Co-Founder at Work.by Design commented: “We’ve created a programme of work for Equifax that supports its Women in Finance Charter pledge to have equal numbers of female and male senior leaders by 2023.  Paying particular focus to the needs and support of women in the organisation, we aim to disrupt the status quo of traditional coaching and mentoring programmes.  The Equifax team have been really receptive to the themes and we look forward to working with them over the coming years.”

In signing the Women in Finance charter, Equifax has pledged to promote gender diversity by:

• Having senior executive sponsorship and leadership, with responsibility and accountability for gender diversity and inclusion
• Setting internal targets for gender diversity in senior management positions
• Publishing progress annually against these targets
• Working to ensure the pay of senior executives is linked to delivery against these internal targets

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