Measuring our progress

Through our senior leadership team D&I sponsors and our four inclusion networks, we ensure that colleague voice helps shape and drive our strengthened Diversity and Strategy and five-point positive action plan.

Our D&I Policy gives everyone the chance to shine and contribute in their own way. Whoever you are, whatever your nationality, language, education, ethnicity and cultural background, gender and gender identity/expression, sexual orientation, generation, age, socioeconomic background, neurodiversity, religious background, abilities or ability we want you to feel empowered.

One of the ways we track our aims is by measuring our progress in terms of our HMT Women in Finance commitments as well as our Gender Pay Gap.

HMT Women in Finance Charter

Women have always been prominent at Royal London. In fact, during World War II, our mutual society 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:

  • 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.

2023 Women in Finance Charter Report (PDF)

2022 Women in Finance Charter Report (PDF)

2021 Women in Finance Charter Report (PDF)

2020 Women in Finance Charter Report (PDF)

2019 Women in Finance Charter Report (PDF)

2018 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. 

2023 Gender Pay Gap Report (PDF)

2022 Gender Pay Gap Report (PDF)

2021 Gender Pay Gap Report (PDF)

2020 Gender Pay Gap Report (PDF)

2019 Gender Pay Gap Report (PDF)

2018 Gender Pay Gap Report (PDF)


Why work at Royal London

People are at the heart of all that is great about Royal London.

Explore our careers site to find out why it’s great to work here and apply for your next role.