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 2017 we again significantly improved our engagement score from 73% in 2016 to 78%. The percentage of our employees who are proud to work for the Group also increased from 87% in 2016 to 91%, while 85% tell others that the Group is a great place to work (81% in 2016).

Pay

In April the Group reviewed its pay structure and introduced a new company wide minimum base salary of £18,000 for full-time colleagues - 6% higher than the Living Wage and 18% higher than the National Minimum Wage. As of April 2018, our median gender pay gap was 15.4% compared to the financial services industry average of 22%.

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 5th April 2017, our median gender pay gap* is 14.7%. The median average for the financial service sector was 22%.

Our pay and bonus gaps reflect the distribution of women across all areas of the business. We are already focused on actively supporting the professional development of our female talent and have a number of initiatives in place to maximise their career potential and contribution to Direct Line Group. We are determined to reduce these gaps and promote an inclusive culture which values the contribution from women and men, and believe we are in a strong position to do so.

  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%

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 confirm Direct Line Group’s gender pay gap calculations to be accurate."
Paul Geddes, CEO, Direct Line Group

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 13th in the FTSE 100 for female Board representation, with 41.7% of the Board being female. This exceeds the target ahead of time. Within the FTSE 350 Non-Life Insurance sector, we are ranked 1st for female Board representation and 4th for combined Executive Committee and direct reports to the Board.