Keith Weed

Keith Weed sits at a table with his hands clasped in front of him

Keith Weed

Independent Director
Non-Executive Director,

Business in the Community Board of Trustee Directors

Up until end April 2019, Keith was Chief Marketing and Communications Officer at Unilever, a member of the Unilever Executive and responsible for marketing, communications and sustainable business. He held this role since 2010.

Keith led the creation of the Unilever sustainable living plan, and has been pioneering ways of integrating sustainability into the business as a key driver of growth. His responsibilities aligned with Unilever’s vision to grow the business while reducing its environmental footprint and increasing its positive social impact.

Keith has directed significant advances in digital and influencer marketing and technologies within Unilever and has championed the 3Vs – viewability, verification and value – across the industry. He is committed to tackling stereotypes – gender and beyond – in advertising through Unilever’s #Unstereotype initiative and is the architect behind the #Unstereotype Alliance, co-created with UN Women, bringing together 35 companies to remove the portrayal of unhelpful stereotypes from their advertising by 2020. He has championed the development of brands with purpose through Unilever’s Crafting Brands for Life strategy. 

Recognition includes Forbes’ World’s Most Influential CMO in 2017 and 2018, Global Marketer of the Year 2017 by the World Federation of Advertisers, The Drum’s Lifetime Achievement Award in 2018, and Marketing Dive’s Executive of the Year, 2018.

Keith is the President of the Advertising Association and a BITC trustee, President of the History of Advertising Trust, an Effie board director, an adviser to McLaren Formula 1 and a trustee of Grange Park Opera. He is a fellow of The Marketing Society, and, as an engineering graduate, a fellow of the Institute of Mechanical Engineers. 

The Race At Work Charter


  • Appoint an Executive Sponsor for race
    Executive Sponsors for Race provide visible leadership on race and ethnicity in their organisation and can drive key actions such as setting targets for ethnic minority representation, briefing recruitment agencies and supporting mentoring and sponsorship.
  • Capture ethnicity data and publicise progress
    Capturing ethnicity data is important for establishing a baseline and measuring progress. It is also a crucial step towards an organisation being able to report on ethnicity pay differentials.
  • Commit at Board level to zero tolerance of harassment and bullying
    The Race at Work Survey revealed that 25% of ethnic minority employees reported that they had witnessed or experienced racial harassment or bullying from managers. Commitment from the top is needed to achieve change.
  • Make clear that supporting equality in the workplace is the responsibility of all leaders and managers
    Actions can include ensuring that performance objectives for leaders and managers cover their responsibilities to support fairness for all staff.
  • Take action that supports ethnic minority career progression
    Actions can include embedding mentoring, reverse mentoring and sponsorship in their organisations.

Capturing Ethnicity Data

Business in the Community’s (BITC) Race at Work Charter has five calls to action. These three factsheets support action two: Capture ethnicity data and publicise progress. Capturing ethnicity data is important to establishing a baseline and measuring progress. It is also a crucial step towards an organisation being able to report on ethnicity pay.

Factsheet One: 10 reasons to monitor ethnicity

This document lists ten reasons for capturing ethnicity data that you can use to make the case for action within your organisation.

Factsheet Two: What should employers monitor in terms of ethnicity?

You want to be confident that you understand the ethnic composition of your workforce, to
take advantage of the benefits that a diverse workforce offers both the employee and the organisation. So ideally you should monitor ethnicity and use the data to ask and answer a range of questions at every stage of the employment cycle.

Factsheet Three: Five steps to a successful monitoring programme

The focus of this factsheet is the practical things that you need to consider when you start capturing the ethnicity data of your workforce or improve the response rate and quality of the data about your workforce that you may already hold.

About the Race at Work Charter

The Race At Work Charter builds on the work of work of the 2017 McGregor-Smith Review, Race in the workplace. The review found that people from black, Asian and minority ethnic (BAME) backgrounds were underemployed, underpromoted and under-represented at senior levels. That review concluded that ‘the time for talking is over. The time to act is now.’ BITC launched the Race at Work Charter to support businesses to take action.

The Race at Work Charter contains five calls to action:

1. Appoint an executive sponsor for race
2. Capture ethnicity data and publicise progress
3. Commit at board level to zero tolerance of harassment and bullying
4. Making equality in the workplace the responsibility of all leaders and managers
5. Take action that supports ethnic minority career progression

sign the race at work charter

Ban the Box: Sign Up Form

Companies that sign up to Ban the Box commit to:

  • Remove any tick box from job application forms that ask about criminal convictions
  • Consider applicants’ skills, experience and ability to do the job BEFORE asking about criminal convictions
  • Review their employment processes to ensure that when a candidate discloses a criminal conviction they are given a full opportunity to explain the situation 
  • Ensure that the circumstances of any conviction are fairly assessed against their relevance to and risk within the role before a decision is made



Yes (please state if your process will be different to the above for these roles)No

Yes (if yes, when do you plan to do this?)No

The Times Top 50 Employers for Women 2020

*Hurry-entry closes 22 November at 17:00 hrs

The Times Top 50 Employers for Women is the UK’s most highly profiled and well-established listing of employers leading the way on workplace gender equality. These employers make gender equality part of their business strategy at all levels.

Rectangle block with the words Top 50 Employers for Women 2020 in cyan words

Each year Business in the Community (BITC) invites companies with a presence in the UK to apply by detailing how their organisations are working towards gender equality. The employers that make it onto the list are selected by gender equality experts at BITC. The list is unranked and published in alphabetical order.

Entry information

The assessment process

The assessment process focuses on transparency, the causes behind gender gaps, what companies are doing to address these structural issues and the impact of their actions. The evaluation includes, but is not limited to, roles of senior leaders, actions to increase the representation of women in senior positions, intersectionality, supporting parents and carers, stopping bullying and harassment and what they are doing to promote gender equality outside their organisation.

One entry process, the chance of two awards

In addition to making the Top 50 list entrants also have the opportunity, through one application process, to enter BITC’s Responsible Business Gender Equality Award. The award celebrates outstanding progress and examples of best practice, impact, innovation and individual achievement. Both programmes recognise the progress employers are making to create inclusive workplace cultures that enable women to reach their full potential.

The Times Top 50 Employers for Women list promotion fee

It is free to enter The Times Top 50 Employers for Women. Following assessment and once the Top 50 list has been identified, there will be a promotion fee of £1,250 plus VAT in order to be included in the list and to be considered for a Business in the Community Gender Equality Award. The promotion fee includes the use of The Times Top 50 Employers for Women 2020 logo and profile in the print supplement, published on 30 April 2020, along with The Times and Sunday Times Appointments website.


Entries are submitted via an online survey hosted by Qualtrics. To enter, click the button above to email and a link to the entry form will be emailed directly to you.
Terms and conditions.
Watch the ” How to Enter Video” for further information.

arc: Apply to join

Business in the Community can help your social enterprise grow. Whether you are just starting out, beginning to grow your business or really expanding your operations, our tailored support can help.

arc combines expert advice from our business partners and a carefully selected partner network to deliver the exact support you need. We will work with you to develop new business opportunities with business and government. Our support will also help you to win investment and access new finance through our finance partners. With this bespoke package of support we help social enterprises to grow and create jobs

To join the arc programme, a social enterprise must:

  • be a business with a social or environmental purpose at its heart
  • be financially self-sustaining, or at least have solid plans for achieving financial sustainability in the future (i.e. not reliant on grants or donations) and
  • have the potential to grow and create jobs for London or Yorkshire residents.

Please write 100 words about your social enterprise



The digital transformation of the UK and global economy is a significant opportunity, at the same time it comes with a number of risks. Digital technologies, data and skills provide significant opportunities to develop new products, services and processes to address societal and environmental challenges.  Equally, the digital revolution raises a series of challenges for a broad range of stakeholders that businesses must now address.

Societal and environmental impact

  • Job losses due to automation1
  • Due to the lack of access to technology and the skills to use it, whole communities (currently numbering 6 million people) are falling behind
    the curve.2
  • The ICT sector contributes approximately two percent of global greenhouse gas emissions,3

In order to understand and define the role of responsible business in this digital era, Business in the Community with the support of the Digital Champions Network, combines thought with action to set a new agenda for UK businesses.

We ask that businesses commit to four priorities, to ensure a sustainable, ethical and inclusive digital revolution that serves all

The four priorities

Business priority 1: Protect, support and empower customers

Simplify data practices
Make data sharing and privacy clear and visible from the start.

Be inclusive
Build digital access, capability and confidence to allow all to benefit from the digital economy. 

Enable better choices
Develop solutions that help people to make more informed decisions about their health, education and finances.

Business priority 2: Embrace the changing nature of work

Prepare employees
Provide digital skills and lifelong learning to create an adaptable workforce.

Anticipate automation
Create new roles, where technology complements humans, and support communities to manage the transition.

Extend employer responsibility
Provide security, job protection and benefits for the growing “gig” economy.

Business priority 3: Deliver services that serve society

Design with purpose
Ensure technology reflects human values and corrects for unconscious bias.

Promote sustainable consumption
Transition to new business models that cut waste and increase asset productivity.

Partner to solve
Work cross-industry to design and scale solutions that will benefit society.

Business Priority 4: Drive a transparent, inclusive and productive value chain

Empower suppliers
Provide digital solutions and training to achieve minimum social and environmental standards across the value chain.

Click green
Minimise the environmental impact of operations, committing to 100% renewable energy and zero e-waste.

Track, trace and resolve
Use digital technology to address corruption, exploitation and environmental harm.

Strength in numbers:
Business in the Community’s Digital Champions network

Logos of the BITC Digital champions. Anglian Water, arm, Accenture, Barclays, Aviva, Fujitsu, Oracle, PWC,

1 Business in the Community (2017) A Brave New World? Why business must ensure an inclusive digital revolution.

2 Business in the Community (2017) A Brave New World? Why business must ensure an inclusive digital revolution.

3 United Nations Framework Convention on Climate Change (2016) 
ICT Sector Helping to Tackle Climate Change.