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We aim to embed diversity and inclusion across all levels of our organisation

We celebrate diversity in all forms through the multiple events and discussion groups that take place on a regular basis. 

Our community groups are safe spaces for our colleagues to share experiences, insights and perspectives. The groups also drive initiatives that make our workplace inclusive and welcoming for everyone.

  • Christian Fellowship Group
  • Diverse Ability Action and Awareness Group
  • Empowering Women
  • Islamic Circle
  • Kaleidoscope
  • Menopause Cafe
  • Men's Network Group
  • Race Action Group
  • Working Families Alliance

We're a signatory of the Business in the Community Race at Work Charter, a commitment to improve equality of opportunity in the workplace.

We're working to tackle the barriers that ethnic minorities face in the workplace and have set representation targets for the organisation and senior management positions specifically. Our ethnicity pay gap reports are published annually so we can continue to set new and ambitious targets.

As well as providing opportunities for an individual’s personal development, we believe that apprenticeships benefit our organisation by improving the diversity of our workforce and developing skills that meet our future needs.

By growing our own diverse talent through our apprenticeship programmes, we're tackling our gender and ethnicity pay gaps.  

Our AXA Health Employee Assistance Programme is available for colleagues to get support at any time. All of our line managers undergo mental health training to learn how to recognise the associated signs, symptoms, and behaviours of common mental health issues.

We also have six mental health first aiders across the organisation who act as a point of contact for an employee who is experiencing a mental health issue or emotional distress.

Our accreditation as a Disability Confident Leader is the highest level of accreditation of the Disability Confident Scheme. It recognises our success in employing and retaining people with disabilities and long-term health conditions.

Our commitment under the scheme is to continually build on the support we provide for these candidates and employees.

The Employee Liaison Committee is an elected body of employees for every directorate. The members give and receive feedback on key areas of interest or concern and take responsibility to ensure that issues are raised with the right people and resolved.

They also manage the social fund and arrange events throughout the year to further promote employee engagement.

We’re a signatory of the Women in Finance Charter. The Charter is a commitment by HM Treasury and all signatory firms to work together to build a more balanced and fairer financial services sector. We set ourselves internal targets for gender diversity in our senior management and publish progress annually.

 

Our first target was that by 2021, we'd have 40% female representation in senior management. We achieved this target in 2020.

 

We then increased our target to having 45% female representation in our senior management by the end of 2023. We haven’t yet met this target unfortunately, as the current percentage is 43%.

 

A smaller senior leadership pool means that even one change can have a big impact. Our ultimate long-term goal is to achieve gender parity, and we remain positive that we’ll reach our 45% target.

In 2020, we launched a five-year Diversity & Inclusion (D&I) strategy that outlines our long-term goals and challenges, and celebrates our successes. We’ll continue to embed diversity and inclusion across all layers of the organisation.

Pension Age Awards 2024

Pensions Age Awards 2024 - Shortlisted for the diversity award 

Women in Pension Awards 2023

Women in Pensions Awards 2023 - Shortlisted for the organisational award for supporting diversity