Our diverse portfolio of brands allow us to deliver for our customers at every stage of their lives
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If you are a customer with a query, you should contact the company who administers your policy in the first instance.
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We want Phoenix Group to reflect the customers we serve and the communities we operate in. We're striving to make sure our workplace is diverse. A place where all colleagues are treated with respect and dignity and able to bring their whole self to work.
Building a diverse workforce allows us to attract the best talent, broaden our skillsets and widen our thinking. Ultimately, it helps us deliver the best outcomes for our customers.
Our 2023 targets
We’re committed to leading through action and being transparent with our progress. At the beginning of 2022, we set key DEI targets focused on increasing our gender and ethnicity balance across the Group for us to reach by the end of 2023.
We are very pleased that we have exceeded our end of 2023 targets for three of these metics and are currently only 0.8% behind our women in senior leadership target.
But this is only the beginning. In 2024 we'll be expanding our targets to better track our race and ethnicity balance across the Group. We'll also be increasing our existing targets to continue building on our progress.
Of our senior leaders will be women
Of our top 100 paying roles will be women
Successors to the Phoenix Group ExCo will be women
Monthly gender pay gap (FTE salary)
Group wide ethnicity represnetation
We’re proud to be an equal opportunity employer. We treat everyone equally, regardless of age, gender identity, neurodiversity, race and ethnicity, disability, sexual orientation, religion or socioeconomic background.
Whoever you are, whatever your background, if you want to do great work with great people, we want to hear from you.
Our DE&I activity covers our hiring process, career development and progression, our culture and much more. We have dedicated DE&I Leads for Social Mobility, Race & Ethnicity and Disability & Neurodiversity. Our Leads will be looking for further opportunities to champion DE&I across our business and embed it in to the way we do business, so that our colleague, customer and community propositions are consistent and inclusive.
We’re a purpose-led business with a deep interest in helping people live better longer lives. Naturally, we don’t just advocate for ageless employment. We walk the talk.
Our recruitment and employment practices are highly flexible and inclusive of all life stages. From school leavers to people choosing to ‘unretire’ and every stage in between, people of all ages are welcome.
We were one of the first organisations to sign the Age-friendly Employer Pledge. Our job ads are designed to appeal to all ages, lifelong learning opportunities actively promoted, and colleagues at all levels supported to switch roles to meet changes in their interests or circumstances. We've used our experience to help the Centre for Ageing Better develop their toolkit to minimise age bias in the recruitment process.
Our Group CEO, Andy Briggs, is the UK government's Business Champion for Older Workers and Chair of the Business in the Community’s ‘Age at Work’ leadership team. This team supports businesses to hire and retrain older workers by promoting the benefits of older workers to employers. The Business Champion is a voluntary, unpaid, non-political appointment.
Our colleague networks play a key role in promoting inclusivity and connecting with our communities. Whoever you are and whatever you're passionate about, there is a group of like-minded colleagues eager to meet you.
Our networks include Pride for LGBTQ+ colleagues and allies, Mind Matters to promote understanding of mental health and Mosaic for supporting the development of Black, Asian and ethnic minority communities.
We want to be at the forefront of inclusive policy design. Furthering our reach to help not just our colleagues but the wider UK society and economy. We do this by aligning ourselves to organisations that support and model our ways of working. We're always looking for new opportunities for collaboration.
Race at Work demonstrates our commitment to improve racial equality, inclusion and diversity in the workplace. We do this by improving representation and progression of ethnic minority colleagues in the business.
A commitment by HM Treasury and signatory firms to work together to build a more balanced and fair financial services industry. We've pledged to improve female representation in our most senior roles and reduce our gender pay gap.
We signed the Social Mobility Pledge to demonstrate that social mobility is at the heart of our purpose. We are taking steps to boost opportunities and ensure that social mobility is not a barrier to entry or progression at Phoenix Group.
We signed the Armed Forces Convenant to show our commitment to treating those who serve or have served in the Armed Forces fairly.
