Our People Commitments
- We recognise wellbeing as fundamental to our colleagues’ overall health and a vital enabler to overcoming difficulties and achieving life’s goals. We care passionately about our colleagues’ wellbeing and support them to take personal responsibility, and make help available when needed.
- We have regular promotions highlighting various aspects of personal health and the support services we have available for all our colleagues.
- Our Wellbeing intranet site has been updated to make it really easy to find and access the wide range of wellbeing provision available.
- We continue to make available a variety of learning opportunities with regular workshops on mental health, educational promotions and a catalogue of enabling tools & materials.
- We want to continue to create an inclusive place to work, where everyone is valued and respected for the difference they bring, as well as creating the right opportunities for all. We want to give everyone the opportunity to balance lives between home and work by giving our people the right support.
- In May we also launched EARL, our newest employee network which is focused on Enabling disability confidence At Royal London.
- We continue to make progress towards becoming a Disability Confident Employer. We will be putting in place a dedicated learning programme which will help raise awareness around disability issues and which will help colleagues to support people with disabilities in the workplace. We are also implementing a clear process through which suitable workplace adjustments can be implemented for colleagues with disabilities.
- We remain focused on our Women in Finance Charter (WiFC) ambition of increasing the percentage of females in our more senior roles to 40% by the end of 2020; at the end of 2019 we had exceeded our target of 37.5%. We will continue to keep our WiFC commitment in mind when undertaking internal and external recruitment and promotion activities.
- We are planning a campaign to encourage our colleagues to record a number of items of personal demographic data, including their ethnicity and disability status, on our HR system – this data will be held securely and in compliance with GDPR. This data will then help us to ensure the way we recruit, develop and retain our people is inclusive of individuals from all backgrounds, and to ensure that colleagues from under-represented groups are not disadvantaged by any of our ways of working.
We believe that by delivering these, Royal London will become an even greater place to work. We launched the Commitments to the Group in February but, by March, we were in lockdown. So here’s a few things we are doing to deliver our People Commitments, supporting our colleagues through these challenging times:
- We created clear guidance on remote working to support our colleagues in balancing working with caring for family members, including home schooling, in tandem with focusing on outcomes not hours worked.
- We’ve significantly increased the flexibility of our working patterns with a range of interim arrangements in place including changing daily working hours, split daily working hours, changing weekly work patterns.
- Our Mental Health First Aiders, together with People Leaders, are providing individual support to colleagues.
- In April we launched a learning campaign with new resources and workshops focused on personal resilience. We also have a well-established Employee Assistance Programme in place, where all colleagues can get free and confidential health care support as well as access to legal support on a range of topics and counselling.
- With 98% of our workforce working from home, in May we launched a further range of different materials to sit alongside our Inclusion Toolkit, to help colleagues and People Leaders connect so that no-one feels like they’ve been overlooked or isolated.
- Our internal employee networks (Women’s network, Black, Asian and Minority Ethnic (BAME) PRIDE (LGBT+) have continued to support their members and share ideas/tips more widely. They have helped raise awareness across the Group of various cultural events, marking key periods such as Ramadan, and pointing out the challenges facing communities during this challenging period.