Diversity and inclusion
We regularly monitor all aspects of colleague diversity across the business. We consider candidates from all backgrounds as part of any recruitment process and we are committed to attracting and retaining the best talent in the industry.
The Group is committed to making sure that its workforce and the respective company boards are representative in terms of diversity and candidates from a wide range of backgrounds, disciplines and experience are considered. The Group abides by this policy by ensuring that the best candidate is selected and it does not intend to adopt a quota system with prescriptive, quantitative targets.
However, it is acknowledged there is an imbalance in the number of senior women within the Group and we are taking steps to address this. This year we’ve launched several initiatives to give women the best environment to succeed and move us towards being an even more inclusive and diverse workplace. For example, we are training leaders on inclusive behaviours, taking action to attract candidates with diverse backgrounds and improving our approach to flexible working.
We’ve already seen an increase in the proportion of women hired into senior roles. One of our key actions is to continue this progress across our senior executive team through both internal talent development and external recruitment. This will be supported by a company-wide focus on gender neutral recruitment marketing and by implementing gender balanced internal and external shortlists for new hires and promotions.
In March, we celebrated International Women’s Day (IWD) across our business to recognise and celebrate the achievements of women and to support the call to action for gender equality. Here are our Group board of Directors showing their personal commitment to gender equality by striking the #Eachforequal IWD 2020 pose.
We continue to be signatories of the Women in Finance Charter supporting the progression of women into senior roles in the financial services sector by focusing on the executive pipeline and the mid-tier level. We are also signatories to the 30% Club and have met our commitment of having women in 30 percent of senior leadership positions ahead of our 2020 target.
Diversity and inclusion are also very relevant to the Group’s Board. Women represented 36% of Group Board directors during 2019 as part of its commitment to the Hampton-Alexander Review, which aims to ensure that talented women at the top of business are recognised, promoted and rewarded.
“Before joining Hastings Direct, I’d never worked in such an open and diverse environment. Despite working in an industry dominated by men, I’m proud to say there is strong representation of women in my team – and not by design as colleagues here are judged on their merit, not their gender, race or background..” Helen Edwards, Actuarial Modelling Manager
Gender pay gap
The mandatory gender pay gap report as at 5 April 2019 can be viewed here.
The mandatory gender pay gap report as at 5 April 2018 can be viewed here.
The mandatory gender pay gap report as at 5 April 2017 can be viewed here.