Inclusion and Diversity
Our inclusion networks
Our REACH (Race, Ethnicity And Cultural Heritage) network’s aim is to provide a space for all ethnicities to connect, share experiences and take action to promote race equality and diversity – educating, engaging and empowering. The network showcases the diversity, breadth of skills and knowledge that everyone brings and colleagues are encouraged to participate by promoting awareness and embracing our rich cultural diversity.
Our PRIDE network is where both LGBT+ colleagues and allies alike can come together as a community and where members can feel comfortable sharing their experiences and connect with one another. The network aims to support members so they feel confident in their role and achieving their personal and career development.
Our Women’s network is a community that celebrates and supports its members, helps us to learn more and inspires all of us to aim higher. Confidence and development are strong themes here and our events focus on three key areas of team working, finance, and wellbeing. There are two sub-groups to the Women’s Network – Women in Technology and our Periods & Menopause Group – focused on actions such as supporting over 20 new Periods & Menopause champions and launching guidance and training for leaders.
Our DAWN (Disability AWareness) network aims to raise awareness and combat stigma and stereotypes faced by people with disabilities, both visible and hidden. Their key areas of focus include developing insight and awareness, building confidence and helping foster an inclusive workforce where colleagues feel supported, having access to the right equipment and supporting people to feel able to progress and develop their skills and careers.
HMT Women in Finance Charter
Women have always been prominent at Royal London. In fact, during World War II, our mutual society was remained in business thanks to a diligent and energetic group of young women who filled the gaps left by our men in service. Today, it's more important than ever to champion the work of women at Royal London, at a time when all of society must improve its approach to women in the workplace. With this in mind, we’ve made a commitment to tackling specific challenges surrounding gender equality.
As part of our diversity and inclusion agenda, we’ve signed up to the Women in Finance Charter, a government initiative supporting the progression of women into senior roles in financial services. It’s a promise we’ve made to Women in Finance, our people, and those who are considering joining us in future.
By signing up to the charter, we have:
- Set ourselves a target of increasing our female senior management population from 33% in 2016 to 42% by the end of 2025
- Publish annual reports that outline the progress we’re making towards meeting this target
2021 Women in Finance Charter Report [PDF 208Kb]
2020 Women in Finance Charter Report [PDF 115Kb]
2019 Women in Finance Charter Report [PDF, 118Kb]
2018 Women in Finance Charter Report [PDF, 196Kb]
Gender pay gap
We’re determined to reduce our gender pay gaps. We know it won’t happen overnight, but we're working diligently to make changes that have a lasting impact on the business. Our Gender Pay Gap report shows the gaps across our business, outlines why we have these gaps and sets out what we are doing to address them. By understanding the gaps, we can better focus our attention on the initiatives that will make a real difference.
2021 Gender Pay Gap Report [PDF, 0.5Mb]
2020 Gender Pay Gap Report [PDF, 1.4Mb]
2019 Gender Pay Gap Report [PDF, 1.32Mb]
2018 Gender Pay Gap Report [PDF, 1.71Mb]
2017 Gender Pay Gap Report [PDF, 0.33Mb]