Our culture
Our culture is incredibly important to us – it’s more than workshops and phrases.
Learn moreSupporting women’s development
We have achieved a lot in a short space of time yet recognise as we look forward there is much more to be done. To create sustainable change, we have made investment in our inclusion team and are actively reviewing our policies to ensure that they are competitive, clear, and fully inclusive. We continue to champion new ways of working and flexibility, with colleagues trusted to make the right choice in where, when, and how they work – collaborating with colleagues and servicing clients in a way that is determined by each team.
Supporting women through their working and personal lives, the early days of building a career and gaining confidence as they progress internally requires flexibility, shared vulnerability, active listening, and supportive leadership. Our new Balance gender networks are one way we are seeking to remain close to the true experiences of women in the firm, Balance are a visible collective of colleagues who act as a passionate voice, ensuring tangible change happens.
In 2024 we will continue our commitment to develop a programme which will help advance women below senior manager level, with female development and retention of particular importance to us. The average length of service of a female senior manager is seven years.
In 2023 we created internal career opportunities e.g., 33% of promotions in senior manager roles were female with 55.5% of all promotions going to women. Three senior female leaders took lateral career moves to broaden their experiences.
We have set out clear actions to reduce the gender & ethnicity pay gap. This has helped us identify where progressive action needs to be taken.
In 2023 we set a target of 35% of women in senior leadership roles by the end of 2023. In August 2023 we have 27% of women in senior leadership roles, this is an increase from 24% when we first signed the Charter but is below the target, we had set. With change only happening when we act, gender, along with social mobility and ethnicity has been set as a strategic priority in 2024.
Lindsey Rix, our CEO, was listed in the HERoes Role Models List for the third year running in 2023, this acknowledges her passionate advocacy for women’s inclusion.
We have more plans to increase female representation in senior roles in 2024 including:
Read our latest reports to see how we’re tackling gender and ethnicity pay gaps
2019 Gender and Ethnicity Pay Gap Report
2020 Gender and Ethnicity Pay Gap Report
2021 Gender and Ethnicity Pay Gap Report
We spoke to some of our colleagues on driving positive change for gender diversity within Canada Life and the wider industry.
Find out moreOur culture is incredibly important to us – it’s more than workshops and phrases.
Learn moreRead through role profiles to see how our people are excelling in their careers.
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