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Human rights and diversity

We continue to work towards an environment based on meritocracy and inclusion, where every employee can achieve their full potential, whatever their background or situation.

Our diversity and inclusion practices are in line with the Universal Declaration of Human Rights. Our Ethical Code for Suppliers requires that all our suppliers adhere to the core International Labour Organisation standards.

Women in Finance Charter

Since July 2016, Direct Line Group has been a signatory of the Women in Finance Charter. The Charter is a commitment by HM Treasury and signatory firms to work collaboratively to build a more balanced and diverse industry. We have committed to increase the female representation of senior management to 30% by the end of 2019.

To fulfil our Charter pledge we have:

  • Implemented a people scorecard to assess Executives’ performance against a number of people related metrics and deliverables, of which the Women in Finance Charter is one and this links to Annual Incentive Plan outcomes
  • Committed to gender balanced shortlists within senior recruitment
  • Focussed on identifying our high-potential females
  • Initiated a specific development programme for high potential females in middle and senior management role
  • Invested in an external leadership benchmarking programme to build individual development plans

We are making good progress to meet our targets; women now account for 24.63% of our senior management*, and we believe the pledge will also help us to address our gender pay gap.

*As of 31st December 2017

Gender Pay Gap

As of 5th April 2017, our median gender pay gap* is 14.7%.

Our pay and bonus gaps reflect the distribution of women across all areas of the business. We are already focussed on actively supporting the professional development of our female talent and have a number of initiatives in place to maximise their career potential and contribution to Direct Line Group. We are determined to reduce these gaps and promote an inclusive culture which values the contribution from women and men, and believe we are in a strong position to do so.

Mean Median
Pay Gap 18.7% 14.7%
Bonus Gap 66.4% 31.0%
% of employees Males Females
Receiving bonus
71.4% 57.7%
% of employees Males Females
In pay quartile 4
(highest paid)
66.2% 33.8%
In pay quartile 3 55.2% 44.8%
In pay quartile 2 44.2% 55.8%
In pay quartile 1
(lowest paid)
51.5% 48.5%

*The gender pay gap is calculated by taking an average of all male or female employees across the organisation, and as such is not the same as equal pay.

"I confirm Direct Line Group’s gender pay gap calculations to be accurate."
Paul Geddes, CEO, Direct Line Group

Annual Report & Accounts 2017

Download Annual Report & Accounts 2017 PDF

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