Inclusion and Diversity

At Royal London, we believe that your difference is our strength. A kaleidoscope of people and personalities gives us a diversity of skills – whatever their educational background, ethnicity, physical ability or disability, gender, age and sexual orientation.

In fact, the first pillar of our People Promise is designed to make sure you 'work somewhere inclusive'. We want to live up to this promise; it’s good for our people, and good for our customers too, because our workplace should be inclusive and our workforce should be diverse, reflecting our members, customers and communities.

Our culture

We’re welcoming, friendly, flexible and make sure you always feel included. Royal London is a place where everyone wants to be.

We have a unique culture across Royal London which is underpinned by our Spirit of Royal London values – we are empowered, we are trustworthy, we achieve and we collaborate. These values help us all work together to deliver the best outcomes to our customers and are integral to continuing to make Royal London a great place to work for our colleagues.

We believe the launch of our refreshed and emboldened diversity and inclusion strategy over the last twelve months, along with driving forward our three-year positive action plan has resulted in a genuinely enhanced culture of inclusion across Royal London. We are proud to be driving forward our commitments made under the HMT Women in Finance Charter and the Race at Work Charter. We are also proud to be a Disability Confident Employer.

Colleague voice

Our Diversity and Inclusion (D&I) Taskforce has been an integral part of strengthening our diversity and inclusion strategy. It is made up of representatives from across our business and ensures a range of colleague voices shape and drive our D&I strategy and positive action plan.

Our four inclusion networks also play a key role here. Led by colleagues, for colleagues, our inclusion networks collaborate with each other and align their activities with our central diversity and inclusion action plan to maximise impact across Royal London.

We encourage all colleagues to join our networks to demonstrate active support and allyship and we’re delighted to have over 1000 individual members.

Over the past twelve months, our inclusion networks have held over 26 events for colleagues, published more than 40 articles, newsletters and Yammer posts and helped shape and launch our positive action programmes, including our career confidence programme for 150 colleagues and our inclusion networks mentoring programme which matched over 85 mentoring partnerships.

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.

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. See the reports here.