We all belong - Women in Finance Charter

Gender diversity is something we care deeply about. It’s reflected in the ambitious goals we’ve set and the many initiatives we’ve launched to support women into leadership roles across the globe. It’s also a key part of our wider “We All Belong” strategy, which champions inclusion and belonging for everyone.

This past year has been one of further growth for our Group, with new businesses joining us that share our values. That’s helped increase the number of women across our organisation. We’re pleased to share that 35% of our senior leadership roles are now held by women, bringing us closer to our target of at least 40%.

We’re proud of the progress, but we know there’s still more to do.

We’re passionate about creating life-changing careers that change lives. We want Benefact to be a place where talented people come together to make a difference and where everyone feels they belong.

Here are just some of the ways we’re driving change:

• Refreshing candidate communications to highlight our commitment to diversity, using the voices of our own colleagues. Watch our short reel
• Embedding belonging into our culture model, Code of Conduct, and Careers pages.
• Supporting vibrant colleague networks, including our thriving Women’s Network.

• Offering leadership development through our Strategic Leadership - Leading With Purpose and our Emerging Talent programmes, with a commitment to gender balanced participation.
• Equipping leaders with inclusive practices via our Inclusive Leadership programme.
• Supporting career progression through our General Insurance Academy and People Leaders Journey, alongside technical and qualification-based training.
• Growing our early careers programmes through our Early Careers Network, which links our global graduates, internships, and apprenticeships.
• Encouraging professional memberships, networking, and industry event participation. We also nominate our talent for recognised awards.

• Tracking gender equity in performance reviews, pay, and bonuses.
• Enhancing gender data monitoring at recruitment and promotion stages.
• Providing competitive parental leave across maternity, adoption, shared parental, and paternity leave.
• Keeping a close eye on our Gender Pay Gap.

• Promoting flexible working and family-friendly policies.
• Supporting employee resilience through wellbeing initiatives.
• Offering a wide range of flexible benefits to meet diverse needs.
• Creating opportunities to engage in internal and external forums and support groups.