Measuring our progress
At Royal London, we believe everyone deserves the opportunity to succeed. Our diversity and inclusion (D&I) strategy is about building a culture where every colleague feels valued, supported and able to thrive. We’re committed to making sure inclusion is part of everything we do – whether that’s how we work together, lead teams or serve our customers.
To make our strategy work in practice, each business area has its own D&I plan – shaped using colleague insight, external benchmarks and our organisation wide commitments to complement our overall D&I strategy.
Each business area has a dedicated senior leadership sponsor who owns the plan. Working across their leadership team, they own the development and delivery of the plan, ensuring actions are targeted, impactful and aligned with our overall strategy. Working closely with their teams and our four colleague-led inclusion networks, they use colleague experience to identify priorities and shape meaningful interventions. This partnership keeps our efforts meaningful and ensures everyone’s voice is heard, helping us create lasting, positive change across our business.
Our diversity and inclusion policy makes it clear that everyone should feel able to contribute, grow and be themselves at work. Regardless of background, nationality, language, ethnicity, gender identity or expression, sexual orientation, age, socioeconomic background, neurodiversity, religion, abilities or experience – everyone should feel supported to thrive.
Strengthening our data remains a core part of our progress. As of January 2026, 89% of colleagues had shared their diversity data with us – giving us a clearer picture of our business today, and helping us to target actions that will have the greatest impact. This insight supports our commitment to increasing representation across the organisation so that our workforce better reflects the communities and customers we serve.
We measure our progress against external commitments, including the HM Treasury Women in Finance Charter and our Race at Work Charter commitments. We also report on our Gender Pay Gap each year. These actions helps support our commitment to transparency and accountability in the areas where we need to do more to drive positive change.
HMT Women in Finance Charter
Gender equality is important both for our people and for the customers who rely on us. Championing women’s progression is therefore a central part of our strategy.
Women have played a defining role in Royal London’s history. During the Second World War, the dedication of a pioneering group of young women enabled our mutual to keep operating while many of their colleagues served overseas. Their leadership set a standard that continues for us today.
We are proud to be a signatory of the HM Treasury Women in Finance Charter, a commitment designed to improve the representation of women in senior roles across the financial services sector. By signing the Charter, we have made a clear promise to our colleagues, our future talent and our industry.
Our commitments include ensuring that 40% of senior leadership roles are held by women by the end of 2027. We will publish an annual update on our progress towards this target.
We are grateful for the partnership of our colleague-led Women’s Network, alongside our other inclusion networks, and the work they do to support our ambitions. This includes partnering with us on initiatives such as mentoring support for colleagues, and development activities aimed at building confidence and career progression.
You can explore all our reports below, including our historical targets and the steps we’ve been taking to continue to support women’s careers across Royal London.
2025 Women in Finance Charter Report (PDF)
2024 Women in Finance Charter Report (PDF)
2023 Women in Finance Charter Report (PDF)
2022 Women in Finance Charter Report (PDF)
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.
2025 Gender Pay Gap Report (PDF)
2024 Gender Pay Gap Report (PDF)
2023 Gender Pay Gap Report (PDF)
2022 Gender Pay Gap Report (PDF)
2021 Gender Pay Gap Report (PDF)
2020 Gender Pay Gap Report (PDF)