People

Our people strategy supports our business strategy, ensuring we have capable, skilled and engaged people who can help make buying insurance much easier and better value for our customers.

We continue to focus on building pride in the Direct Line Group, encouraging and celebrating the quality and diversity of our workforce. Various volunteer groups, such as our Employee Representative Bodies and Local Co-ordination Teams, increase our employees’ voice within the organisation.

Our engaged people

Every year we conduct our Employee Opinion Survey to gauge how people feel across the organisation. We know that if our people are happy they are more engaged and proud of our organisation.

In 2018 we our survey demonstrated an engagement score of 81%. It also highlighted that 92% of our employees are proud to work for the Group, while 87% tell others that the Group is a great place to work.

Pay

In April 2018 we introduced new company wide minimum base salaries of £17,000 (35 hr contract) and £18,000 (37.5 hr contract). From April 2019 these will increase to £17,733 (35 hr contract), £19,000 (37.5 hr contract) and £20,267 (40 hr contract). This is approximately 24% above the Government’s National Living Wage for over 25’s, and 8% above the National rate recommended by the Living Wage Foundation.

Diversity, inclusion and human rights

One of our values is ‘bring all of yourself to work’. We continue to work towards creating a work place where we celebrate differences and we value our people for always being themselves.

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 Organization standards. We support the aims of the Modern Slavery Act 2015 and are committed to ensuring that modern slavery is not present in our supply chain. In accordance with the Act, we publish an annual statement on slavery and human trafficking.

Gender Pay Gap

As of February 2019, our median gender pay gap* is 13.7% which has decreased since 2018 (15.4%) and at its lowest level since we started reporting. This is due to a combination of new joiners to the business and our investment in female talent.

The mean and median bonus gap have also decreased and while the proportion of men and women receiving a bonus remains broadly similar our Annual Incentive Plan has helped to close the gap.

Similarly, when excluding our Accident Repair Centres the mean and median have reduced to 18.6 per cent and 8.1 per cent respectively.

  Mean
Median
Pay Gap

16.3%

13.7%

Bonus Gap

44.1%

31.4%

% of employees

Males

Females

Receiving bonus

72.9%

59.2%

% of employees

Males
Females

In pay quartile 4
(highest paid)

65.1%

34.9%

In pay quartile 3

56.0%

44.0%

In pay quartile 2

48.2%

51.8%

In pay quartile 1
(lowest paid)

49.1%

50.9%

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%

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’m delighted that yet again we’ve improved our gender pay gap and beat our target for women in senior leadership positions. It hasn’t happened because of one single initiative but a determined effort across the business, allied with a deep understanding of the challenges a diverse company like ours faces. A dedicated senior leadership team, supportive policies to help women succeed and a dynamic employee-led diversity network have all contributed. I’m proud that each year our initiatives are becoming more established creating an empowering culture. We know we can’t be complacent, especially when the business is undertaking a significant transformation programme. Our proud culture which encourages our people to bring all of themselves to work, combined with a focus on stretching targets are the best way to ensure that we make progress. “

“I can confirm Direct Line Group’s gender pay gap calculations to be accurate.”

Penny James, Chief Financial Officer and CEO-Designate 

View 2019 report

View 2018 report

View 2017 report

Hampton Alexander Review

The Hampton Alexander Review set targets for FTSE 350 companies to have at least 33% women on their Board and in leadership positions by 2020. The Group is ranked 32nd in the FTSE 250 with 40% female representation on our Board and in 38.3% in leadership overall. This exceeds the target ahead of time. Within the FTSE 350 Non-Life Insurance sector, we are ranked 1st for female representation on our Board and leadership overall.

View report here