At PFG, we pride ourselves on creating and maintaining inclusive working environments. We hire our colleagues based on their skills and attitude, not on their age, background or any other characteristics. Our culture embraces and celebrates colleague diversity; it’s the only way to gather the experience and perspectives our Group needs to fully represent our equally diverse customer base.

We aim to make all PFG colleagues feel valued, confident and motivated as we pursue our Purpose. Everyone, regardless of where they belong in the business, receives fair treatment and equal access to opportunities. We maintain this culture through effective training and policies that promote acceptance.

Our business brings us into contact with people from many different communities, which makes it important for our workforce to reflect the diversity we see in our customer base.

Equality and diversity aren’t about box-ticking; it’s about recognising the basic right of all colleagues to be treated fairly, regardless of their differences, whether that’s in age, ethnicity, gender or any other characteristic. Diversity also brings with it significant strategic value: more perspectives, more skills, more experience. This belief underpins our recruitment, training, promotion and remuneration practices.

We are a member of the Business Forum on Disability, which allows us to access best practice advice and support on a range of business disability issues so we can improve our performance in this area.

We want our business to be as diverse and inclusive as we can make it. Employing people with different skills and backgrounds helps us understand our customers’ needs and gives us vital insights when developing the best products and services. But more than this, having a diverse workforce gives all of us more opportunity to learn, grow and meet people from different backgrounds, the value of which is something none of us should underestimate.

As part of our colleague engagement survey, we invite colleagues to disclose as much information about themselves as they feel comfortable sharing; information such as their ethnicity, religious beliefs, sexual orientation, disability status, caring responsibilities and gender identity. We do this in order to gain the broadest possible understanding of who our colleagues are so we can educate ourselves as a Group, encouraging support and representation for colleagues from all communities and celebrating the characteristic that make us who we are.

We also use the data to set ourselves a benchmark to work against in the future, so we can measure how many colleagues feel comfortable disclosing personal information to us. Our aim is to develop EDI initiatives that will give even more colleagues the confidence to share this information with us freely in the future.

It’s important to mention that while approximately 68% of colleagues completed our last colleague engagement survey, not all colleagues chose to disclose their personal information. The stats below represent approximately 62% of our workforce:


of colleagues disclosed to us that they had a disability


of colleagues disclosed to us that they came from a Black, Asian or Minority Ethnic (BAME) background


of colleagues disclosed to us that they identified as a gender other than male or female


of colleagues told us that they had caring responsibilities outside of the workplace


of colleagues told us that they had caring responsibilities outside of childcare, e.g. caring for family members who may be elderly or have long-term illnesses


of colleagues told us that their sex is different to what it was when they were born


of colleagues told us that they are part of the LGBTQ+ community