A place where everyone belongs
At Standard Life, our purpose is to help people secure a life of possibilities, for our customers, colleagues, investors and the communities we serve. A diverse, inclusive and equitable culture strengthens our ability to innovate, make better decisions and create long‑term, sustainable value. By bringing together different experiences, perspectives and backgrounds, we build a business that is more resilient, more representative and better equipped to help people on their journey to and through retirement.
Why DEI is important to us
A diverse and inclusive workplace enables us to:
- Attract and retain top talent by creating an environment where everyone feels valued and respected.
- Broaden our skillsets and perspectives, fostering creativity and better decision-making.
- Deliver sustainable business success by aligning our culture with the needs of a changing world.
Ultimately, these efforts help us deliver the best outcomes for our customers and create long-term value for all stakeholders.
Our Colleague Networks Connecting Colleagues. Driving Inclusion.
At Standard Life, we believe that inclusion drives innovation and success. Our colleague networks are voluntary, employee-led communities that celebrate diversity, provide support, and create opportunities for connection and growth.
Each network plays a vital role in shaping an inclusive culture where our colleagues feel valued, respected, and empowered to thrive. Together, they help us build a workplace that reflects the richness of our society and the needs of our colleagues.
Our networks include Pride, supporting LGBTQ+ colleagues and allies; Mind Matters, promoting mental health awareness and understanding; and Mosaic, championing the development and representation of Black, Asian, and ethnic minority communities. And that’s just the beginning—there are 10 networks in total, each playing a vital role in creating an inclusive culture.
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Our 2026 targets
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Group wide Black, Asian and ethnic minority rep
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Senior Leadership - Black, Asian and ethnic minority rep
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Women in senior leadership
Women in top 100 paying roles
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Gender pay gap (FTE)
Our recent progress
Driving Progress on Diversity and Inclusion
While we have not yet achieved our ambitious targets of 42% women in senior leadership and 40 women in the top 100 highest-paying roles, we are proud of the significant milestones we have reached.
We have successfully met our Gender Pay Gap target, achieved a 50/50 gender balance on our Executive Committee, and now have seven women serving on our 12-member Board. In addition, we are delighted to have exceeded our target for ethnicity representation within our senior leadership population.
When we signed the Women in Finance Charter in 2016, women represented just 20% of our senior leadership team. Through focused actions and the commitment of our Executive Committee, our business leaders and our colleagues this figure has more than doubled to over 40% in the past nine years.
While these achievements reflect strong progress, we know there is more work to do. We remain steadfast in our commitment to drive meaningful change and increasing the representation of women in senior leadership roles, as well as increasing our overall ethnic diversity.
| Target | End of December 2025 | End of 2025 targets |
|---|---|---|
| Group wide Black, Asian and ethnic minority rep | 15.7% | 17% |
| Senior Leadership - Black, Asian and ethnic minority rep | 14.0% | 13% |
| Women in senior leadership | 40.2% | 42% |
| Women in top 100 paying roles | 37 | 40 |
| Gender pay gap (FTE) | 16.6% | 18% |
Internally we track our pay gaps based purely on FTE Salary. This is different from the government mandated methodology.
Our Partnerships & Commitments
