People

At Direct Line Group we are proud to have a culture of openness and inclusivity. We celebrate difference and challenge the status quo.

We have over 10,000 people at Direct Line Group who work in different roles and who demonstrate a diverse set of skills. Our values underpin how we do business  and enables our people to be the very best they can be.

Delivering great outcomes for our customers is key to our strategy so having diverse, highly engaged and empowered people will always be the key to the sustainability of our business

Diversity and Inclusion

We believe that everyone has the right to develop to their true full potential, irrespective of their age, gender, partnership status or anything else.

Our ‘Diversity Network Alliance’ (DNA) brings different experiences and knowledge to the business and allows our people to speak openly and honestly about the issues that are important to them.  Under the DNA banner we have nine represented groups – known as ‘strands’ and include:

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%

Each of the strands works toegther to understand the thoughts and needs of our people, helping guide what we support externally and our people policies and strategy.

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

We've made great progress when it comes to gender diversity and have  done a lot of work around the gender pay gap to address issues  around this:

  • We are signatories to the Women in Finance Charter
  • We've introduced gender balanced shortlists for all recruits to ensure we have a sustainable pool of female leaders of the futurw
  • We have invested in female leadership programmes where we send high potential females on a three day course throughout the year to help support them in progressing into senior leadership roles.
  • Our recruitment teams use gender decoders to ensure language and terminology does not alienate females when looking for candidates, especially in typically male orientated roles such as engineering
  • Last year we launched ‘Thrive’ which has been developed and led by females from the organisation and where they can share experiences and challenges with colleagues from around the group.

 

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.

You can read the report here

  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%

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

Looking after our people

Employee Representative Body

Our Employee Representative Body is comprised of elected representatives from across our business who are consulted on matters related to business strategy as well as future change programmes. The Employee Representative Body are a platform through which colleagues can share ideas and feedback progress.

Dialogue

Our engaged workforce reflects this with 88% of employees taking part in our employee opinion survey. This year 91% of respondents reported that they are proud to work for the Group, and we have retained the same high levels of employees reporting that they would tell others that Direct Line Group is a great place to work, at 85%. As of October 2019, our gross staff turnover rate was 17%. 

Mental health

We are determined to tackle the stigma associated with mental health, supporting everyone to be open about how they feel in and out of work. We have trained every people manager on dealing with mental health issues and have 130 mental health first aiders who are trained to help people in need.

Externally, we continue our partnerships with Mind, This Can Happen and supporting the Where’s Your Head At campaign. We have also signed the One Mind at Work Charter which aims to develop and implement a gold standard for workplace mental health and wellbeing. 

Financial health

Money can often be at the heart of many people’s worries, but too often people are not comfortable talking about it or seeking help. This year we have launched a financial wellbeing initiative to assist our colleagues in gaining financial confidence through learning about savings accounts and wider financial education

Pay

In April we increased the Group’s company-wide minimum salary to £19,000 for full-time colleagues on 37.5 hours. This was 8% above the Living Wage Foundation rate outside London at the time, and 18% higher than the Government’s national minimum wage.

                                                                                                                                  Flexible Policies

Direct Line Group’s policies are simple and flexible. They recognise the fact that everyone’s circumstances are different and enable employees to balance the things that matter in their life. Our policies support women, men, gender neutral and move away from the traditional view of ‘family’ (same sex, grandparents, carers), helping people to thrive and bring their whole selves to work. Find out more here

Working at DLG

Recognition for a job well done is an important part of our culture within the Group.  We have great people working for us who deserve to be recognised for their contribution to our success.  There are lots of ways we recognise each other:

  • Sometimes it’s a simple shout-out at a team meeting or an email update, or sometimes it’s a shout out on our social media platform Yammer.  Colleagues do this with the praise button and tag someone who has made a special effort. It’s a great way to let everyone see their appreciation. This Peer to Peer spontaneous recognition is well embedded in the culture of our business.  We also include recognition levers in many of our campaigns, for instance, we ask colleagues to give a shout out to their ‘snow heroes’ after severe weather, to celebrate their mental health heroes on mental health awareness day and to thank the person who makes the Group so great for them on our anniversaries. 
  • For times when a simple thanks isn’t quite enough a manager might choose a small gift such as chocolates or flowers to suit the individual they want to thank.  For those occasions where a financial reward is needed, we make it easy for managers to order a voucher which can be sent at a large number of retailers. 
  • When someone has really gone above and beyond, they can be nominated for a Chief Executive Award.  The Chief Executive Awards is one of the ways we identify, recognise and celebrate colleagues across the business who best support the local communities, champion diversity, deliver great service for our customers or best demonstrate our values (aim higher, do the right thing, say it like it is, bring all of yourself to work, take ownership, work together).  We run eight award ceremonies a year, each based around one of our main sites.  Colleagues are nominated by their peers across the business.  Nominations are then reviewed by our local co-ordination teams and this year those shortlisted will be celebrated at a virtual awards evening , where the winners will be announced. 
  • Finally, our Long Service Awards scheme recognises when our people have achieved service milestones in a way that becomes more significant over time. We do this by providing both a financial award to allow colleagues to purchase something they want, a celebratory lunch to say thank you for their commitment and by giving them some time out from work to spend with their family, friends or personal hobbies:
Years of tenure Long Service Awards
5 years Letter of recognition and £50 gift voucher
10 years
Letter of recognition, gift voucher for £150 and 1 day's holiday*
15 years
Letter of recognition, gift voucher for £200 and 1 day's holiday*
20 years
Letter of recognition, celebratory lunch, £250 gift voucher and 1 day's holiday*
25 years
Letter of recognition, celebratory lunch, £300 gift voucher and 1 day's holiday*
30 years
Letter of recognition, celebratory lunch, £350 gift voucher and 1 day's holiday*
35 years
Letter of recognition, celebratory lunch, £400 gift voucher and 1 day's holiday*
40 years
Letter of recognition, celebratory lunch, £450 gift voucher and 1 day's holiday*
45 years
Letter of recognition, celebratory lunch, £500 gift voucher and 1 day's holiday*
50 years
Letter of recognition, celebratory lunch, £550 gift voucher and 1 day's holiday*

* 1 day's holiday for Anniversary year only, pro rated for part time employees

Apprentices 

Apprenticeships offer a great learning opportunity while earning a salary. At Direct Line Group our apprentice scheme runs all over the country and ranges from vehicle repairs and project management to IT, HR and our front-line Customer Service. There are loads of routes to take to earn while you learn, all of which lead to a recognised qualification, and a permanent job at the end of it all.

Find out more here

Graduates

One of the core values at DLG is Aim Higher which means being the best we can be in every area of the business. Our graduate programme is designed to develop the people who join us to create an promising and exciting future. 

The graduate programme is rotational and equips our graduates with the skills and tools they need to become future business leaders. The programme runs over three years and each  graduate gets involved in various projects, working across different areas of the business. 

Want to know how you can build a rewarding future at Direct Line Group? Click here

Click here to find out more about how we invest in our people through training at Direct Line Group

To find out more about our Group policies click here