Inclusion and diversity

At Royal London Asset Management, we want to be seen as responsible investors. This is more obvious through the way that we engage with companies we invest in. But responsibility applies to how we manage ourselves as well.

We celebrate and value different backgrounds and cultures across our organisation. Our diverse people and perspectives give us a range of skills which are recognised and respected– whatever their nationality, language, education, ethnicity and cultural background, gender and gender identity/expression, sexual orientation, generation, age, socioeconomic background, neurodiversity, religious background, abilities or disability.

Diversity

Royal London’s Diversity and Inclusion Strategy is to continue to build an inclusive culture where our workforce better represents our clients, customers and communities.

One of the ways we track our aims is by measuring our progress in terms of our HMT Women in Finance commitments as well as our Gender Pay Gap.

Women in Finance

Today, it's more important than ever to champion the work of women, at a time when all of society must improve its approach to women in the workplace.

We have signed up to the HM Treasury Women in Finance Charter, a 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 people, and those who are considering joining us in future.

By signing up to the charter, we:

• Set ourselves a target of increasing our female senior management population from 33% in 2016 to 42% by the end of 2025
• Publish annual reports that outline the progress we’re making towards meeting this target. Read our annual reports 

Gender Pay Gap

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. 

View the 2023 gender pay gap report
View the 2022 gender pay gap report
View the 2021 gender pay gap report
View the 2020 gender pay gap report
View the 2019 gender pay gap report

Inclusion

Royal London promotes an inclusive culture and has a range of inclusion networks for our colleagues.

Colleague representation

All colleagues are supported and represented by the Colleague Representative Forum (CRF) which works to help improve working life at Royal London. The CRF is central to bringing colleague voice to our most senior leaders.

Colleague voice

We champion an inclusive culture, supporting colleague representation through our inclusion networks: DAWN (Disability AWareness Network including neurodiversity), PRIDE (LGBTQ+ Network), REACH (Race, Ethnicity And Cultural Heritage) and Women’s Network.

The networks helped shape and launch our positive action programmes, including our Career Confidence Programme aimed at underrepresented groups and our Reciprocal Mentoring Programme.