We have been made aware of potentially fraudulent activity in relation to DLG bonds where members of the public have been contacted and asked to invest in our bonds. We never contact people to sell bonds. If you are contacted by anyone asking you to invest in our bonds we encourage you to report this to Action Fraud, the UK’s national fraud and cyber reporting centre. If you have any further questions or concerns then please email our Investor Relations team.   

Our People

Download our Sustainability Report here

At Direct Line Group we believe that the best way to serve our customers is by having the best possible people. Our millions of customers have individual needs and we know that we will understand them better if our workforce reflects that diversity. It’s why we work hard to attract, develop and retain excellent people from a diverse range of backgrounds. We do this by offering rewarding and enjoyable careers, with the scope to learn new skills, contribute new ideas and work with great colleagues.

We look after our people and reward them for their hard work with a generous range of benefits.

Find out more about our values here

A diverse workforce

This year the diversity of our Executive Committee has been transformed; it's now composed of six women and five men. Two of our ExCo are now from a minority ethnic background. We’re also proud to be one of the few companies with a female CEO and a female Board chair. See more about the leadership team here.

For our people we are offering the practical support they need to succeed and removing barriers to their success. We have introduced new recruitment principles for senior roles, including anonymised CVs, a stronger focus on diverse shortlists and panel-based assessment to help protect against bias.

Diversity Network Alliance (DNA)

We have a thriving Diversity Network Alliance run by our people who champion and celebrate diversity and inclusion. These networks play an important role in helping us develop strategy, policy and drive change as well as advocate for and provide a support network for our people both internally and externally. Under the DNA banner we have seven represented groups – known as ‘strands’. These include:

  • BAME (Black, Asian & Minority Ethnic)
  • Belief
  • LGBT+
  • Life ( working families & carers)
  • Neuro-diversity & Disability
  • Social Mobility
  • Thrive (representing gender)

Gender

Our long-term focus on investing in women means we have significantly strengthened representation at the most senior levels of our business.

ExCo women representation (%)

Women in Finance

Having achieved our Women in Finance target for 30% of women in senior leadership roles back in 2019 we chose to push ourselves further by committing to reaching 35% by the end of 2022. At the end of 2021, representation of women in senior leadership roles had risen to 32.8%.

Gender Pay Gap

Our gender pay gap continues to be low compared with the broader financial services sector, but we know there is still more to do. We’re comfortable that we don’t pay people differently because of their gender and believe that the way to reduce the gap in the medium to long term is to take concerted action now to address the disproportionate representation of women across certain areas and levels of the business. This year we voluntarily publishished our ethnicity pay gap for the first time, showing the difference in average pay across our ethnic minority and white colleagues across the whole organisation.

Read the report here

Ethnicity

Across 2021 we have continued to focus on delivering the targets we set ourselves in 2020 to increase ethnic minority and Black representation in leadership by the end of 2022 (leadership roles are defined and fixed as those above a certain level in our internal grading structure). 

We know more needs to be done and are committed to building on progress year on year: 

  • Growing ethnic minority representation from 10% to 13% - increasing roles at this level by around a third 

At the end of 2021, representation of ethnic minority colleagues in leadership roles has risen to 11.7%. 

  • Growing Black representation from 0.5% to 1.5% – quadrupling roles at this level 

At the end of 2021, representation has increased to 0.9% of Black colleagues in leadership roles. To hold ourselves to account internally in October coinciding with Black History Month, we produced a specific report detailing the steps DLG has taken across 2020-21 towards “Building a diverse business, improving Black inclusion”.

In addition, we have signed up to:

Business in the community Race at Work Charter, which commits us to act and take positive action towards supporting ethnic minority representation and inclusion.

The If Not Now, When? campaign for Black inclusion within business, calling for organisations to commit to sustainable and long-term actions on Black inclusion in the workplace.

The 10,000 Black interns programme, which aims to transform the prospects of young Black people across the UK through paid internships across a range of industries. We will be welcoming our first interns in Summer 2022

The 5% Club This year we joined the 5% Club, committing that within five years 5% of our workforce will be apprentices, graduates and sponsored students.

 

 

 

 

 

 

 

Looking after our people

Mixed model working

During the pandemic DLG moved quickly to having over 9,000 of its staff working from home. Over the following eighteen months we learnt that we could serve our customers effectively and deliver big transformation projects while giving our people the flexibility they told us they wanted. This is why we have chosen to move to a mixed model that combines remote working, using our offices in a different way. Trusting our people to get the job done wherever they are working from.

Flexible Working Charter

This year we signed up to the Association of British Insurers ’Making Flexible Work’ Charter because we know working 9.00-5.00, five days a week is not for everyone. We are actively looking at how we can build on the flexible options we already offer.

Employee Representative Body

Our ERB meets regularly, has an engaged membership and is much valued by our people. It brings colleagues together from across the business to discuss and input into proposals and initiatives that may affect our future and impact on our people. It also offers the opportunity for individuals, via their ERB reps, to feed in their views and suggestions.

Mental health

We strongly encourage our people to be open about how they are feeling and that’s never been more important than during the pandemic. We have a whole cohort of colleagues who are trained as mental health first aiders and also provide further support through a confidential external service that offer  help, support and advice.

Rewarding our people

Our people work hard on behalf of our customers so it’s only right they should receive proper financial reward for their contribution. In 2021, salary increases were awarded of between 1.5% to 2%, and in addition, a £400 one-off “thank you” bonus was given in April 2021 to everyone who is not usually eligible for a bonus.

In April 2021 all eligible colleagues received £350 of free shares making this our sixth award of free shares since 2012. These shares are now worth £2,059 or £2,888 inclusive of dividends received1.

 

Pensions

We want to support our people to save for their retirement and that’s why all our people are offered an additional 9% on top of their salary a year to go into their pension.

Ensuring a meaningful wage for our colleagues

We strive to ensure that our colleagues are rewarded for the contribution they make to our success. While we seek to ensure the pay proposition is good for all our people, we have shown a clear commitment to lifting the salaries of our lowest-paid colleagues. We have done this through ensuring the minimum pay ranges are ahead of the National Living Wage and the Real Living Wage.

During 2021 the minimum salary was £19,500 for a 37.5 hour week. This was 11% above the Government’s statutory National Living Wage (April 2021 figure for those aged 23 or over), and 5% above the Living Wage Foundation’s Real Living Wage (November 2020 figure for roles outside London).

The business has announced that from 1 April 2022 our minimum salary will rise by 6.7%, seeing pay for a 37.5 hour week rise to £20,8002 . This will be 12.3% above the Government’s statutory National Living Wage (April 2022 figure for those aged 23 or over), and 7.7% above the Living Wage Foundation’s Real Living Wage (November 2021 figure for roles outside London). In keeping with our learning culture the decision has also been taken that apprentices will be paid our minimum salary rate from that date3 .

Human rights

As we work to become increasingly sustainable we want both our people to flourish and to build a reputation for ethical business and this drives our commitment to have employment practices and policies that exceed those in the Universal Declaration of Human Rights. We are committed to ensuring modern slavery is not present in our supply chain. Our risk profiling, including specific requirements within our due diligence and assurance processes, incorporates the Modern Slavery Act 2015.

 
Notes:
1. Based on the share price at 31 December 2021.
2. Subject to satisfactory performance and excluding apprentices in DLG Auto Services who receive different rates of pay.
3. DLG Auto Services apprentices will receive a different level of pay for the course of their apprenticeship.  
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%

To find out more about our Group policies click here