4y
Agreed! Our editorial staff are incredibly talented and are the main reason 400m people pick up one of our magazines, or to go to one of our websites, each month. Our recently formed Audience, Content and Editorial group brings each area together to share best practice, listen and learn from each other. This was one of Zillah's own ideas, which is a great initiative.
We'd love to highlight that our acquisitions are an opportunity for us to add our tech or expertise, rather than random. They also aren't limited to the UK, which makes life at Future so varied and exciting.
We appreciate working in the office isn't 'for everyone', but we find (in a post-Covid world) our hybrid approach gives us the opportunity to collaborate and produce excellent work, surrounded by our awesome colleagues, whilst also giving us the flexibility to work from home 2 days per week. It's a win-win!
As mentioned in a previous comment. we're going to use the results from our Engagement Survey to listen to what colleagues have to say, and implement real change where they see fit. We appreciate that our expansion as a business (through acquisitions or natural growth) can make career path structure a little fuzzy, but we're hard at work to change this and we think it will make a real difference for all colleagues in the future.
Our overall split is 50% male, 50% female and half of our Executive Team are female, which we're really proud of. That split isn't as equal as we'd like in every level of the organisation, but we certainly don't expect female colleagues to be overlooked for recognition by males. We'll make sure to explore this to understand whether it is actually happening, so thank you for raising this with us.
Please don't hesitate to get in touch with the Dan from our People & Culture team on Dan.Wolff@FutureNet.com, as we'd appreciate the opportunity to discuss some of the comments in more detail and help address the concerns you have.
