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Sage Diversity, Equity, and Inclusion

About Sage

Diversity, equity, and inclusion at Sage

I am passionate about diversity and inclusion and proud to be an Executive Sponsor.

“Diversity, equity, and inclusion is about providing the right opportunities and at the same time creating a culture in which everyone feels valued and empowered to thrive. 

We recognise that we are at the start of our journey and that the issues we have to tackle are multifaceted and complex. We know that overcoming these challenges will require us not just to listen, but to really hear what we are being told, and then be completely open and honest about where we are on the journey.

Only then can we knock down the barriers so everyone can thrive and build a truly inclusive culture where we all feel we belong.”

Steve Hare, Sage Chief Executive Officer

Our Global Vision and Commitments

At Sage, we have been working very hard since we launched our global diversity, equity, and inclusion (DEI) strategy at the beginning of 2022, and we are starting to see tangible signs of progress. The strategy continues to be the roadmap that charts our DEI journey and this is underpinned by our vision statement and commitments which act as the compass that guides our behaviours along the way.

Our DEI Vision

We are committed to knocking down barriers so everyone can thrive. That starts with our own teams. We know this is the right thing to do, and we also know that having varied perspectives fuels our innovation. It helps generate better ideas to serve our customers. We are a global company, and we must reflect the diverse world we work in. We are committed to an inclusive workforce that fully represents the many different cultures, backgrounds, and viewpoints, of our customers, our partners, and our communities.

Our DEI Commitments

Our six commitments will help us advance DEI at Sage, and foster a stronger sense of belonging.
Read our six commitments

Colleague Success Networks

Colleague Success Networks (CSN) are a way for colleagues to come together, support each other, and provide ideas back to the business. These might have been known to you in other organisations as Employee or Business Resource Groups.

Our Colleague Success Networks enable our colleagues to be right at the centre of our evolving culture, bringing together many different voices to provide insights and support changes to our colleague and customer experience as well as providing opportunities for personal career development.

Our Colleague Success Networks are formed based on lived experiences and shared aspects of identity, such as gender, race and ethnicity, LGBTQ+ , disability, neurodiversity, family support, and veterans.

Discover more about our DEI work and achievements

Sage Annual Report 2024

A full breakdown of our diversity measures and progress can be found in our annual report. We share the key successes of our diversity and inclusion programmes, the progress we are making and life for colleagues at Sage.
Read the annual report

Sustainability and Society Report 2024

We are committed to investing in education, technology, and environmental change to give individuals, SMEs and our planet the opportunity to thrive. Our goal is to use our technology, time, and experience to back a generation of diverse, sustainable businesses. We will do this in three key ways. Explore further to uncover our goals.
Read the sustainability and society report

Our Global DEI Strategy

Our culture is open and caring where people can be themselves at work and we are pleased that our colleagues support diversity, equity and inclusion. Our strategy shares more about our continuing journey at Sage.
Read our global DEI strategy

UK Gender Pay Gap Report 2024

We are working hard to ensure each and every one of our colleagues feel like they can be their true selves, that is, their best selves, every day. Our report demonstrates the good progress we are making against this long-term strategy and the steps we are taking towards gender equality at Sage.
Read the gender pay gap report

UK Ethnicity Pay Gap Report 2024

We strive for all our colleagues to be able to put their energies into their career enjoyment and daily work. Whilst we've made great progress in ethnicity self-declaration, our report shows an increased ethnicity pay gap this year. This makes us more determined to use data and collaborate with colleagues to close the gap across all levels.
Read the Ethnicity Pay Gap Report

Our External Partnerships and Commitments

These are the external partners we have chosen to guide us on our DEI journey to move from vision through to execution.

External partnerships

Business in the Community logoBusiness in the Community (BITC) is a business-led membership charity dedicated to responsible business, they work with their member organisations to continually improve their responsible business practice and leverage the collective impact for the benefit of communities.

 

Business Disability Forum logoBusiness Disability Forum (BDF) is a not-for-profit membership organisation which exists to create a disability smart world by linking businesses, disabled people and government, and we have a global partnership with them for the next 12 months.

 

Trans in the City Sponsor logo

Trans in the City supports Sage to keep learning about how we can create an inclusive culture that supports our transgender, non-binary and gender non-conforming colleagues.

 

 

External commitments

Change the Race Ratio commitments

Change the Race Ratio logo
  • Increase racial and ethnic diversity among Board members with at least one racially diverse Board member by end 2021.
  • Increase racial and ethnic diversity in senior leadership and take action at ExCo and ExCo minus one to set clear and stretching targets and publish them within 12 months of making this commitment. Aim to establish a separate target for Black participation at both levels.
  • Be transparent on targets and actions – publish a clear action plan alongside the targets and share progress in the annual report or on the company website. Disclose ethnicity pay gaps by 2022 at the latest.
  • Create an inclusive culture in which talent from all diversities can thrive. Focus on recruitment and talent development processes to drive a more diverse pipeline, data collection and analysis, fostering safe, open, and transparent dialogue with mentoring, support, and sponsorship, challenging conventional thinking, and working with a more diverse set of suppliers and partners, including minority owned businesses.

Race at Work Charter commitments

  • Appoint an Executive Sponsor for race.
  • Capture ethnicity data and publicise progress.
  • Commit at board level to zero tolerance of harassment and bullying.
  • Make clear that supporting equality in the workplace is the responsibility of all leaders and managers.
  • Take action that supports ethnic minority career progression.
  • Support race inclusion allies in the workplace.
  • Include black, Asian, Mixed Race and other ethnically diverse-led enterprise owners in supply chains.

CEO Action for Racial Equity commitments

  • We will continue to make our workplaces trusting places to have complex, and sometimes difficult, conversations about diversity and inclusion.CEO Action logo
  • We will implement and expand unconscious bias education.
  • We will share best, and unsuccessful practices.

Valuable 500 commitments

    Valuable 500 logo: logo with text - part of the Valuable 500
  • Agree and publish our global disability inclusion plan for the next 3 years in 2021.
  • Appoint sponsors to each of our strategic areas of focus, including Disability, Accessibility, and Neurodiversity
  • Support the conversations on disability by elevating employee and leader voices for Disability and Neurodiversity
  • Shape our global and regional disability strategies and solutions through regularly analysing insight.
  • Support the launch of a Colleague Success Network that is focused on disability in 2021.
  • Continue to provide inclusive wellbeing benefits, support, and resources.

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