Bupa signed up to the Women in Finance Charter commitment in July 2018. The Charter reflects the UK HM Treasury’s aspiration to see gender balance across financial services.
Through signing the Charter, we have committed to the following:
- To exceed 35% female representation for both the Board and Senior Management on an ongoing basis.
- To have one member of our Bupa Executive Team who is responsible and accountable for gender diversity and inclusion.
- To publish annually on our website a report on Bupa’s performance and progress against our target.
- To ensure the pay of the Bupa Executive Team is linked to performance and progress against our target.
Update on our performance against the targets:
As of September 2019, female representation on both the Bupa Board and the Bupa Executive Team is more than 40%, and over 35% at senior management level. While we are pleased to have surpassed our target, we remain focused in our efforts to maintain a gender balanced leadership team.
Since signing the Charter, we continued to support female representation at senior levels, through our broader diversity and inclusion agenda. Bupa is a member of the 30% Club mentoring scheme and is partnered with INvolve, a membership organisation that focuses on inclusion in the workplace to include gender, LGBT+ and BAME community representation. We will be piloting an INvolve female mentoring scheme in late 2019.
We will also work with an internal employee network, DiverCity, who brings together diverse groups to learn how we can to build a more inclusive environment.
We are reviewing our family friendly and flexible working policies to support people returning to work and with parental and care responsibilities. We are also reviewing our recruitment processes to guarantee all opportunities at Bupa are inclusive to potential employees, so that we continue to build a diverse talent pipeline.
We have made good progress, but we are aware there is always more to do. We are committed to moving this agenda forward.