SWAN is a women’s network committed to driving cultural change and improving representation across all levels of SPS. We work to create a safe, supportive space for open dialogue, foster community and connection, promote equitable action and amplify women’s voices. Our goal is to build a culture where women feel included, empowered and able to thrive. Central to our mission is the belief that visible representation in leadership and decision-making drives both individual confidence and organisational progress.
SWAN was born out of a bold and necessary step toward greater equity and inclusion at SPS. In 2022, our CEO and People Director commissioned an Equality, Diversity, and Inclusion audit to better understand the cultural landscape of our organisation. One of the key recommendations from that audit was the creation of employee resource groups to support underrepresented voices within the business.
Recognising the gender imbalance in our workforce, where around 70% of employees are men, our CEO identified the need for a dedicated women’s network. He believed that creating a space for women to connect would help the business better understand and address the gaps in inclusion and equity.
What followed were a series of informal, yet powerful, conversations between our CEO and five women in middle and senior management roles. He reached out personally, inviting each of us to consider forming a women’s network. He shared his vision and encouraged us to explore gender inequities within SPS, giving us the autonomy to shape the group in a way that would drive meaningful cultural change.
After the first meeting and moment of realisation, we began to fully recognise how our experiences as women in a male-dominated environment had shaped our professional lives. That initial conversation sparked a journey of discovery and action.
With our CEO’s continued support, we began to build the foundation of what would become SWAN. We elected a network leader, committed to holding weekly steering group meetings and defined our purpose, identity and goals.
The response from the wider leadership team was overwhelmingly positive. What started as a small group of women sharing stories and ideas quickly evolved into a strategic network committed to creating tangible change.
As the first ESG within SPS, SWAN became a visible and influential presence emerging as a key voice in shaping the conversation around inclusion and equity, long before a formal role was created.
In the absence of a dedicated EDI function, SWAN took the lead on bringing gender equity and broader inclusion issues to the forefront of business discussions. Our work highlighted the lived experiences of women and began to uncover the systemic gaps that had long gone unaddressed.
This momentum led to formal change. In 2024, SPS appointed its first EDI Manager, driven by SWAN’s early advocacy.
Today, SWAN continues to collaborate closely with the EDI function, creating a more inclusive culture and ensuring that the voices of women remain central to the company’s evolving diversity agenda.
SWAN has played a key role in driving meaningful change across SPS. We were the catalyst for a company-wide review of EDI, which led to the introduction of mandatory EDI and unconscious bias training and a critical focus on addressing gender imbalance in senior roles. Our work brought wellbeing and mental health into the conversation, highlighting the need for a more holistic and inclusive approach to workplace culture. Crucially, we secured the buy-in of the wider leadership team, encouraging them to examine inequalities within the organisation and reflect on their own approaches. We laid the groundwork for the formation of other ERGs. We reviewed and enhanced key policies to ensure they better reflect the diverse needs of our workforce, highlighted the need for more employee data and that to embed EDI in the business. We have also:
Launched the first internal mentoring programme for women to elevate talent, build confidence and support career progression.
Piloted and officially launched an external Mentoring Programme for women with Moving Ahead for mid to senior level managers
Delivered Elevate Talent, a 12-month development programme
Introduced a Coaching and Sponsorship Programme to support the progression of underrepresented talent
Hosted a Live panel with senior women leaders sharing career journeys and strategies for advancing women
Hosted a Live SWAN event for gender equity – included clients, suppliers & board members
Collaborate with Growing Talent to support women from low socioeconomic backgrounds, providing opportunities and resources to help them enter and thrive in the workforce.
Partnered with Women of Grace supporting FGM and gender violence survivors
Ran Workshop to improve confidence and personal brand for women
Hosted a wide range of speakers on menopause, caring, AI role displacement