Our 2022 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% since last year and almost 11% since 2018.
|Mean pay gap||31.55||26.59||25.79||22.92||20.94|
|Median pay gap||16.50||15.52||15.03||12.12||10.28|
We’re confident that men and women get equivalent pay for equivalent work at Vitality. A recent analysis by our Data Science team confirmed that differences in pay for the same role were explained by factors such as performance, experience, tenure and office location - and were not influenced by gender or ethnicity.
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.
We've launched a range of initiatives aimed at facilitating the advancement of women in our organisation
- 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 and people from minority ethnic backgrounds)
- Applied a gender lens to succession planning to develop a female talent pipeline
- Introduced a Women’s Forum to advise on gender issues
- Participated in the Chartered Insurance Institute’s Insuring Women’s Futures campaign
- Administered a diversity and inclusion survey
- Appointed and trained 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, fertility, menopause and parent support services for employees
- Introduced Lean-In circles for female employees
- Launched a new leadership development programme in partnership with Everywoman (new)
- Launched a D&I hub on our internal communications platform
|Difference between men and women
|Hourly fixed pay||20.94||10.28|
This table reflects our gender pay gap at the snapshot date (5 April 2022).
2,168 employees in total (1,149 female, 1,037 male). 546 0r 547 employees in each quartile.
55% female. 45% male
59% female. 41% male
53% female. 47% male
43% female. 57% male
Ethnicity pay gap report
Our ethnicity pay gap for 2022, calculated using data provided voluntarily by employees, was 4.49%. In 2021 it was 4.48% and in 2020 it was 2.14%. The relatively small size of this cohort of employees makes these number sensitive to small changes in employee demographics.
|Hourly fixed pay||4.49%||-2.82%|
The profile of employees who have disclosed their ethnicity is detailed below:
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. The percentage of female senior managers from an ethnic minority background has almost doubled since last year, and now total 36 (compared with 20 in 2021).
To support the advancement of BAME employees at Vitality, we have (in consultation with Vitality's BAME forum):
- Developed a race fluency e-learning pathway
- Published our commitment to diversity and inclusion on our careers site
- Signed the Race at Work charter
- Supported a campaign to make ethnicity pay gap reporting mandatory
- Applied a D&I lens to our engagement survey analysis
- Applied an ethnicity lens to our succession planning
- Observed black history month in various ways.
Chief People Officer, Vitality