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 females within the Group and we are taking steps to address this. Over the past twelve months we’ve successfully recruited a number of females to senior leadership roles but there’s more we can do. We’ve signed up to 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 committing to having 30% female senior leaders at Hastings by 2020.
To date 26% of our senior leaders are female and we will continue to improve on our commitment into 2020. We have introduced initiatives to focus on recruitment, induction, talent and other parts of our colleagues’ experience, such as, new and enhanced ways of working, including increased support to colleagues during and after maternity and other extended periods of leave and ‘Be Who You Are’ case studies that reflect and celebrate the diversity of our talented colleagues at Hastings. Diversity and inclusion are also very relevant to the Company’s Board. We have achieved over 33% female director representation on the Board during 2018 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.
“Having the opportunity to attend the Women in Data event was invaluable and important. The event was very inspiring and a great experience.” Biqing Wang, Pricing Analyst
Gender pay gap
The mandatory gender pay gap report as at 5 April 2017 can be viewed here.
The mandatory gender pay gap report as at 5 April 2018 can be viewed here.