Large group of colleagues eating and chatting in front of a big screen

Inclusion and 
Belonging

A place to be you

We’re making sure ours is an inclusive environment, where everyone can be their true selves and where everyone’s voice is valued. This diversity of thought, these different perspectives, help us thrive – both as individuals, and as a team. It champions creativity and drives the innovation that helps save our customers money. And it represents the diversity of customers we’re here to help.

Developing our inclusive culture

Our Employee Resource Groups (ERG’s) play a huge part in helping us celebrate our differences. They focus on a range of topics, from mental and physical wellbeing, to balanced representation, employee voice, and the environment. Raising awareness through events such as Pride, mental health, neurodiversity and reducing carbon footprint, over 10% of all our people are involved in one of our groups. And there’s always room for more!

Colleagues representing the group at London Pride

Diversity, fairness, and equality

From equal parental leave (6 months at full pay) to flexible work patterns and proactive mental health support, we’re committed to making sure everyone feels supported here. And has the opportunity to develop their career how they want, regardless of their background, age, ethnicity, gender identity, or learning preference. Diversity, fairness and equality are central to our inclusive culture. We have our sights on making a positive impact on our communities, and reflect their diversity. As well as being a workplace where every one of our colleagues feels represented, at all levels, have equal access to opportunities, and where nobody is disadvantaged.

Working Towards Equal Pay for All

We’re always pushing further in our effort to close our gender pay gap. And you can check out the progress and commitments we've made in our latest Gender Pay Gap report. And even though reporting your ethnicity pay gap isn’t mandatory, this will be the third year we’ve chosen to share ours. 

“We recognise we have progress still to make, but I’m confident we have a solid strategy to guide us forward and build upon. We know changes don’t happen overnight and we continue to concentrate on our three areas of focus: allyship, hiring and development.”

- Lisa Townsend, Chief People Officer

Head and shoulders shot of Lisa Townsend
Colleague Connections

We’re lucky to have such active communities of colleagues who share experiences and support each other. These channels are the go-to places for topics such as parenting, mental wellbeing, neurodiversity, and menopause. 

Some of our colleagues have also shared their stories through vlogs, events, fireside chats and blogs. The topics have been hugely insightful, and really helped us understand what it’s like to walk in other people's shoes each day. Stories such as…

  • Living with Aspergers and Deafness  
  • Living with Dyslexia 
  • Let’s Talk about Menopause 
  • Mental Health Bereavement Talk
  • Understanding Intersectionality
Family Wellbeing and Support

Our Family Wellbeing Support Guidelines are here to empower our colleagues to ask for adjustments, carry out their daily role in a safe working environment (whether at home or in the office), and have open discussions with colleagues and line managers, as well as ensuring fair and consistent treatment. 

They cover the topics of menopause, perimenopause, fertility treatment, pregnancy and baby loss and domestic violence. And to build on this, we’re providing training and external resources for managers and colleagues on these topics, to support them when they need it most. 

Things we're proud of
  • We received the #5 ranking within The Inclusive Top 50 UK Employers list 2023/24
  • We ranked 1st in the Technology sector across both FTSE 350 and Top 50 Private Companies – FTSE Women Leaders Report 2023 
  • We were 5th overall in FTSE 250 for Women on Boards and Leadership. A highlight in the report being our fourth consecutive year running in the top 10.
  • We ranked 21st on The Inclusive Companies list in 2021. 
  • We took the top spot on the 2020 Hampton-Alexander Review "Women on Boards" report for our 62.5% female representation. 
Colleagues chatting over a desk

Employee Resource Groups

We’re so proud to have several active Employee Resource Groups (ERG’s). These are our colleague led, voluntary groups who connect with those who share common challenges, interests and experiences. And they act as a forum to meet and support each other, championing their voice and helping them go beyond the boundaries – and thrive.

Thrive

Empowering a culture supportive of mental health

​​​​​​​Thrive raises awareness and understanding of mental health, and provides managers with the confidence and tools to manage conversations around mental health.

#Represent

Striving for representation at all levels

#Represent focuses on increasing representation across the Group by challenging exclusivity, barriers and bias, and encouraging new thinking.

Women in Data and Tech

Empowering women in data and tech by providing support, amplifying voices, and driving career growth.

Women in Data and Tech offers a safe space for conversation and provides a supportive network. They focus on career growth and development as well as retaining talent.

Green Team

Supporting our colleagues in adopting environmentally sustainable habits

The Green Team shares a common goal of reducing our impact on the environment, being a force for positive change and making our offices greener.

Social Team
  • Promoting collaboration and colleague engagement in every office.
  • Some of the things they have done this year are:
  • Pasta making
  • Escape rooms
  • Puppy yoga
  • Festive wreath making
  • Ice skating
  • Ceramic pumpkin making
  • Paddling boarding
  • Cheese and Wine night
  • Everyone is happy to help each other out 

    Headshot of Claire

    Claire

    Engineering Manager

    MoneySuperMarket

    as we’re all aiming for the same goals.