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 five key areas of focus.
- Increase diverse representation.
- Strengthen leadership focus and accountability for diversity, equity, inclusion and belonging.
- Ensure all groups have equal opportunity for progression and development.
- Educate on difference and help to strengthen our inclusive culture.
- Foster belonging through supporting our people to be themselves.
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 reports for the year to April 2023. 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 third time, 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 Women in Finance Charter in 2018 we had 17.5% female representation at senior leadership levels. As of December 2023, we have increased our percentage of female representation at senior leadership levels to 33%, meeting our original Charter target set in 2018.
This target reflects our pledge to building a diverse leadership team and our belief that 33% is the minimum we need to bring benefit to Just. We will continue to invest significant effort and commitment into our updated target of 40% of female representation at senior leadership levels by 2026, with concrete action plans and targets for each 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.
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