Skip to Content
Vitality

Our 2021 gender and ethnicity pay gap report

At Vitality, we’re committed to diversity and inclusion because it’s good for our employees, for our business, and for society.

We want all our great people to bring all of themselves to work, so that they can liberate the best in themselves. We know that diversity fosters innovation, which is part of our DNA. And we believe that inclusive diversity promotes social cohesion, which benefits society.

Diversity and inclusion chime with our shared value model, and advance our core purpose, which is to make people healthier and enhance and protect their lives. Diversity and inclusion are also explicitly called out in our values.

Gender pay gap report

We have succeeded in reducing our mean gender pay gap by 2.9% since last year and 8.6% since 2018.

   2018 2019  2020  2021 
 Mean pay gap 31.55  26.59  25.79  22.92 
 Median pay gap 16.50 15.52  15.03  12.12 

We’re confident that men and women get equivalent pay for equivalent work at Vitality. Our pay gap is explained by the under-representation of female employees in senior leadership roles. We are committed to increasing the number of women in these roles as positions become available, and will be able to draw on a strong layer of female talent at the level below the executive. 


Vitality has launched a range of initiatives aimed at facilitating the advancement of women in our organisation, and we’re making good progress. We have:

  • Signed up to the Women in Finance Charter
  • Set a target for female appointments at senior levels, and increased the percentage of women in senior roles
  • Enhanced and equalised parental leave entitlements, and signed up to the Association of British Insurers’ transparent parental leave and pay initiative
  • Changed our recruitment and selection practices to source more talented women, including promoting flexible working options and ensuring our job adverts use gender neutral language
  • Launched a mentoring programme for high performing, high potential employees (the majority of them women)
  • Applied a gender lens to succession planning to develop a female talent pipeline
  • Introduced a Women’s Forum to advise on gender issues
  • Signed up to the Chartered Insurance Institute’s Insuring Women’s Futures campaign
  • Administered a diversity and inclusion survey
  • Set up a business-wide network of diversity and inclusion champions
  • Rolled out unconscious bias training to all managers, and included a module on diversity and inclusion in annual compulsory training for all employees
  • Introduced child-minding and menopause support benefits for employees
  • Introduced Lean-In circles for female employees
  • Launched a leadership development programme in partnership with Everywoman (new)
 

2021 gender pay gap numbers

Pay and bonus gap:

   Difference between men and women
   Mean  Median
 Hourly fixed pay  22.92 12.12 
 Bonus paid 70.47  34.04 

This table reflects our gender pay gap at the snapshot date (5 April 2021).

 

BONUS DISTRIBUTION

  • MEN

    Pie chart illustrating bonus distribution

    Men 88%

  • WOMEN

    Illustration on bonus distribution pie chart

    Women 88%

PAY QUARTILES

Total of 493 or 492 employees in each quartile (1971 in total).

  • Lowest

    2021 lowest quartile 52% male and 48% female

  • Quartile 2

    2021 quartile two 62% female and 38% male

  • Quartile 3

    2021 quartile three 55% female and 45% male

  • Highest

    2021 highest quartile 40% female and 60% male

Ethnicity pay gap report

Our ethnicity pay gap for 2021, calculated using data provided voluntarily by employees, was 4.28%.

  Mean Median 
Hourly fixed pay 4.28%  1.83% 
 Bonus paid 21.9%  -14.2% 

 

The profile of employees who have disclosed their ethnicity is detailed below:

   Headcount
 BAME 182  9% 
White  1,289  65.5% 
Not disclosed  500  25.5% 

Our ethnicity pay gap is explained by the under-representation of black, Asian and minority ethnic (BAME) employees in senior leadership roles. We are confident employees receive equivalent pay for equivalent work regardless of their ethnicity. We are committed to increasing the number of BAME employees in senior leadership roles and developing a strong talent pipeline of BAME employees.

To support the advancement of BAME employees at Vitality, we’ve launched a range of initiatives, in consultation with our BAME Forum, including:

  • Focusing our 2020 diversity and inclusion e-learning module on race awareness
  • Developing additional training for all employees on race fluency
  • Publishing our commitment to diversity and inclusion on our careers site
  • Appointing and training D&I champions
  • Exploring recruitment partnerships with agencies specialising in BAME talent, and asking agencies to include BAME candidates among the CVs they send us
  • Ensuring the majority of mentees in phase 2 of the mentoring programme are  female or BAME
  • Signing the Race at Work Charter
  • Supporting a campaign to make ethnicity pay gap reporting mandatory
  • Launching a D&I hub on our internal communications platform to coincide with Black History Month
  • Launching a D&I calendar, which marks important dates for the many affinity groups making up our employee base: employee representatives are invited to share their stories of what the day means to them and how they will be observing it
  • Applying a D&I lens to our engagement survey analysis

Judy Parfitt
Chief People Officer, Vitality