Our diversity focus areas

Including all genders

We set targets for women in leadership, and challenge stereotypes about what it means to be a man. We use our Fair Pay Charter to guide more equitable compensation. And we’ve introduced policies, like our enhanced global parental leave, which help employees balance their work with their personal life – no matter their gender.

But we know there’s more to do. That’s why we ask our colleagues to self-declare their identity, giving us insights into what they need and helping us identify the most impactful policies to create a workplace where all genders can thrive.

Supporting colleagues. Challenging inequality.

We design benefits that take into account the lived experiences of our employees and address inequality, so all genders can thrive at work.

A culture of diversity

We’re proud to operate in many of the world’s most dynamic markets. Our goal is to have a workforce whose nationality and ethnicity is broadly representative of our client base and footprint.

It’s not enough to just hire colleagues from diverse backgrounds, however. We set targets for leadership representation to help make sure people from traditionally underrepresented communities have an opportunity to excel. We run targeted initiatives to foster inclusion in different markets. And we’ve embedded diversity at the highest level, with global sponsors to advocate for leadership action.

A more inclusive workplace

We take action to improve representation and introduce targeted initiatives to better support our under-represented talent. We make external commitments in our markets to help us increase ethnicity representation.

Drawing on experience at every stage

We leverage generational experiences to increase innovation, and deliver products and services for employees and clients at various life stages.

Our products, services and tools serve clients across generations. We believe that drawing on the experience of colleagues at different life stages helps us serve them better.

An inclusive approach

Becoming a disability confident organisation doesn’t just mean having a conversation about people’s unique abilities and perspectives. It means making tangible adjustments so everyone can realise their potential.

A place to be your authentic self

We want our colleagues to be their authentic self at work. Our Group Board Diversity Policy has considerations for sexual orientation, gender expression and gender identity, and we have an inclusive language guide to help make sure everyone feels included.

While we know there’s more to do, we’re proud of our recent progress. In recent years, we have:

• Launched our SC Pride Charter in many of our markets to increase visible support across the organisation, including from senior leadership
• Built an Allyship program to nurture a community of advocates, with almost 2,500 colleagues pledging their support
• Added an option to our email signature templates so colleagues can share their preferred pronouns
• Introduced clearly-signposted inclusive toilets in key locations
• Created a program of Pride Ambassadors to act as key contact points for LGBT+ colleagues in many of our markets