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.

Understanding our colleagues

For the second year running, we invited our colleagues to disclose further information about themselves such as their ethnicity, religious beliefs, sexual orientation, disability status, caring responsibilities and gender identity through our Group-wide colleague engagement survey.

It’s important to mention that while approximately 74% of colleagues (2019: 68%) completed our last colleague engagement survey, not all colleagues chose to disclose their personal information. Below you'll find the statistics from our most recent survey.

5%

of colleagues disclosed to us that they had a disability (2019: 5%)

11%

of colleagues disclosed to us that they came from a Black, Asian or Minority Ethnic (BAME) background (2019: 12%)

0.3%

of colleagues disclosed to us that they identified as a gender other than male or female (2019: 0.5%)

39%

of colleagues told us that they had caring responsibilities outside of the workplace (2019: 43%)

7%

of colleagues told us that they are part of the LGBTQ+ community (2019: 8%)

0.4%

of colleagues told us that their sex is different to what it was when they were born (2019: 0.3%)

 

The Be Yourself Programme

In 2020 we launched Be Yourself. It's our programme to promote and advance inclusion and diversity across PFG.

The launch of this programme was borne out of the recognition that our colleagues and other stakeholders can only embrace our Purpose to move along a path to a better everyday life if they feel that it’s their path and they feel comfortable walking it.

To support the inclusion and diversity agenda at PFG, we designated an executive sponsor.

I’m proud and thrilled to sponsor such an important initiative. I’ve been with PFG for just over a year now and have been impressed with the colleagues we have working throughout the business. I’m certain that we’ll further improve as a Group by maximising inclusion and diversity. It’s something I’m passionate about.

Gareth Cronin
PFG Chief Risk Officer

 

One of the ways we're seeking to maximise inclusion and diversity is by having a number of Affinity Groups across PFG. 

LGBTQ+ Affinity Group

The LGBTQ+ Affinity Group proactively supports PFG’s vision for equality and inclusion through a variety of activities. 

Please click here to read more about the role of this group and what they've been up to more recently.

Please note: We are currently in the process of building web pages to share with you the details of all our Be Yourself activities. Please come back another time to read more about our Ethnicity, Disability and Gender Balance Affinity Groups.