Our strategy
We have a strategy and a three year action plan that underpin our commitment to drive progress on all aspects of diversity, equity, inclusion and belonging (DEIB). We have six key areas of focus.
- Equal opportunity: all groups have equal opportunity for progression and development
- Diverse representation: continue to increase diverse representation
- Foster belonging: strengthen our culture of belonging
- Strengthen senior engagement: increase leadership accountability for and engagement with leading our inclusive culture
- Build inclusive behaviours: guide and support colleagues to behave inclusively
- Empower brilliant managers: guide and train our managers to know how to create a sense of belonging and psychological safety
Creating an inclusive place to work
Diversity, equity, inclusion and belonging are priorities for us. Having a diverse, talented workforce with colleagues from different backgrounds, world views and experiences is the right thing to do. It’s also the most effective way to succeed, innovate and better serve our customers now and in the future.
GENDER AND ETHNICITY PAY GAP REPORTING
As part of our ongoing commitment to diversity, equity, inclusion and belonging and in line with our focus on diverse representation, we have published our gender and ethnicity pay gap report for the year to April 2024. Although there is not yet a legal requirement to publish our ethnicity pay gap, we believe it is the right thing to do and publish ours here for the fourth year, alongside our plans to address any imbalances and under-representation of diverse groups at senior levels. We have made real progress on our diversity, equity, inclusion and belonging agenda, and we continue to work hard to meet our commitments on all aspects of diversity.
OUR COMMITMENTS
As part of our work to build a diverse workforce and inclusive working environment, we’ve made a number of commitments and are members of organisations that guide and support our efforts to meet those commitments.
Women in finance
When we signed up to the Charter in 2018 we had 17.5% female representation at senior leadership levels and our target was 33% by end of December 2023. We met this original target and updated our target to 40% by the end of 2026. We believe we are on track to meet this updated target.
This target reflects our commitment to building a diverse leadership team and our belief that diversity of leadership is essential for our business success. We continue to invest significant effort and senior commitment into our updated target with concrete action plans and targets for each year and have made great strides on this in the last year.
Race at work charter
Just Group has signed the Race at Work Charter. The Charter is designed to foster a public commitment to improving outcomes for Black, Asian and Minority Ethnic (BAME) employees in the workplace. It consists of seven calls to action to ensure organisations address the barriers to the recruitment and progression of BAME employees.
As part of our commitment to the Charter we have set ourselves a target of reaching 16% Black, Asian and Minority Ethnic representation at senior levels by the end of 2026.
The Association of British Insurers Transparent Parental Leave and Pay Initiative is voluntary and encourages members to make information on parental pay policies transparent and easily accessible.
Read our Parental leave and pay policy
The Age-friendly Employer Pledge is a nationwide programme for employers who recognise the importance and value of older workers.
We’re proud to have signed the Menopause Workplace Pledge, taking positive action to make sure everyone going through the menopause is supported.
We’re members of the Group for Autism in Insurance, Investment and Neurodiversity who support us in building a neuro-inclusive culture which both attracts and allows neurodiverse talent to thrive.
We’re members of Progress Together and are committed to ensuring equal opportunities for people of all socio-economic backgrounds.
We’re a Disability Confident employer and continue to work hard to make our processes, systems and culture disability-friendly.
Colleague Networks
We have a number of networks within Just. These networks support and encourage the progression of diverse groups, work to raise awareness and educate others on issues which affect them, and strengthen our inclusive culture. All networks are open to everyone, and all are welcome to get involved.
- Race Equality Network
- Women’s Network
- Pride Network
- Disability and Neurodiversity Network
- Men’s Health and Wellbeing Network
- Older Workers Learning and Sharing Network
- Just Mobile Network
Further information
