Women at Royal London have always been prominent.

The feeling's mutual
A colleague holding a leaflet and talking.

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.

Confidence and development are strong themes here and our Women's Network events focus on three key areas of team working, finance, and wellbeing, across two sub-groups – Women in Technology and Menopals.
The Women in Finance logo with two hands joined together in the shape of a love heart.

Women in Finance

As part of our diversity and inclusion agenda, we’ve signed up to the HM Treasury Women in Finance Charter, a UK 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 colleagues and those who're considering joining us in future. By signing the charter we've set ourselves a target to increase our women in senior leadership population from 33% to 42%. We've committed to publish annual reports that outline the progress we’re making towards meeting our target.

Read our reports

Tackling the challenges of menopause

Our Menopause Policy gives our colleagues and leaders access to a wealth of menopause guidance, including how our other people policies can provide support during this challenging time of life. Our Menopause Taskforce brings our policy to life by building a culture where colleagues can openly discuss their menopause experiences and by raising awareness of the support available at Royal London.
“It symbolises our commitment and proactive approach to creating a supportive and inclusive work environment. By actively addressing the challenges of menopause head-on, we’re not only supporting our colleagues but we’re setting a benchmark for workplace inclusivity too.”


Gwen, Menopause Taskforce Co-lead

Through our efforts, we’ve achieved some significant and positive outcomes for our colleagues:

  • Improved wellbeing with colleagues experiencing a greater sense of support, leading to better job satisfaction and productivity
  • Enhanced communication through open discussion about menopause, leading to better understanding between colleagues and leaders
  • Stronger teams thanks to a supportive environment, improved morale and collaborative working.

Our colleagues can also access support through our employee assistance programme. In addition, those who have selected our private medical insurance package also have access to a digital menopause information hub.
A colleague with long brown hair wearing pearl earrings smiling at the camera.

Meet Gwen

She’s the Data Governance & Quality Lead at Royal London Ireland. She’s also one of our Menopause Champions and the co-lead of our Menopause Taskforce.

Read more
A colleague wearing a hijab and a brown blazer over a white shirt, they are smiling.

Women in Data

We're dedicated to empowering women in the data profession. We’re partnered with Women in Data to provide mentorship and career development opportunities for our colleagues as well as partnering on initiatives to inspire and propel women in data roles.

Find out more
Two colleagues talking and laughing over a hot drink.

Inclusion, diversity and belonging

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

Find out more