Gender Diversity

Being able to attract, develop and retain talent is key to the success of our business.

We are proud signatory to HM Treasury’s Women in Finance Charter, through which we have formally committed to addressing the gender imbalance in financial services. As one of the first signatories we have made a commitment of 35% female representation across our management roles by 2021.

We already have a number of activities in place to support our ongoing commitment to gender equality, including; unconscious bias awareness, our new employer brand campaign, our family-friendly policies and the launch of a dedicated women’s forum.

Our commitment to gender diversity is led from the top, with our Claims and Operations Director, Adrian Furness, championing this important initiative. 

Gender Pay Gap Report 2017 Gender Pay Gap Report 2018

Our gender diversity story ‘at a glance’:

  • Women now make up 55% of our workforce and we have seen an increase from 28% to 30% of females in senior positions over the past year.
  • 35% of our women work flexibly, and 8.4% of our men.
  • Our dedicated women’s development and networking forum, Inspire Leading Women is going from strength to strength. This supports female talent through hosting inspirational talks, workshops and opportunities to learn and share experiences with peers and a number of role models both within and outside the company.
  • Our mentoring programme, Accelerate is now in its second year supporting the development of our internal talent and offering the added benefit of reverse mentoring.
  • We are proud to be supporting Leeds Beckett University on their  ‘Women in Leadership’ programme for the second year running, as well as supporting their Code First Girls initiative, and are continuing to build links with other local colleges and universities inspiring and raising the aspirations of the next generation of talent.
  • By ensuring a more inclusive environment and breaking down the barriers to progression faced by women, we are seeing an increase of females in our more technical roles. For example, in IT, 27% of our new starters in the tax year 2017/18 were female as opposed to just 4% in 2016/17.
  • Employment practices which support all of our people, including flexible working for all levels, irrespective of gender, role or grade; this helps our people to balance their work and personal life and contributes to their overall wellbeing.

Behind our Senior Claims Validation Specialist if a driver of culture and inclusion

Behind our senior manager for protection is someone who has integrated family life with a successful career

Behind our Head of Department is someone who's valued the business flexing to support her family's changing needs over the years

Behind our HR Business Insight Lead is a dedicated family man with a healthy work/life balance and thriving career