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 encouraged by the continued progress we have made in the first quarter of 2026.
By the end of March 2026, women made up 41.0% of senior leadership, reflecting a sustained increase from just 20% when we signed the Women in Finance Charter in 2016. We also maintain a 50/50 gender balance on our Executive Committee, with seven women serving on our 12‑member Board.
We continue to perform strongly on ethnicity representation in senior leadership, with 13.9% of leadership roles held by colleagues from Black, Asian and minority ethnic backgrounds, exceeding our target of 13%. Group‑wide ethnic diversity stands at 15.6%, and we remain focused on increasing representation at all levels of the organisation.
We have also met our Gender Pay Gap target, with our FTE‑based gender pay gap remaining below our 2026 target level.
While these achievements reflect meaningful and sustained progress, we know there is more work to do. We remain firmly committed to driving lasting change — continuing to increase the representation of women in senior leadership and strengthening ethnic diversity across Standard Life.
| Target | End of March 2026 | End of 2026 targets |
|---|---|---|
| Group wide Black, Asian and ethnic minority rep | 15.6% | 17% |
| Senior Leadership - Black, Asian and ethnic minority rep | 13.9% | 13% |
| Women in senior leadership | 41% | 42% |
| Women in top 100 paying roles | 38 | 40 |
| Gender pay gap (FTE) | 15.5% | 18% |
Internally we track our pay gaps based purely on FTE Salary. This is different from the government mandated methodology.
Our Partnerships & Commitments
