We believe equality and diversity is more than just a legal requirement. For us, it’s a must-do because of its positive impact on our performance and ability to achieve better outcomes for our members. We also hold ourselves accountable for making progress because a truly inclusive MDDUS will become an even better working environment for our people and so further improve our performance.
We are committed to making a real difference over time. We aspire to become an organisation that appropriately reflects the diversity and experiences of our current and prospective members and customers. Our internal values of integrity, excellence and collaboration are strengthened by a diverse and inclusive workforce where people can positively be their true self.
As part of this commitment to diversity, we have set and met our target of 50% of our Board Non-Executive Directors being women. Our senior leadership team has a similar split in gender. Although not obliged to do so, we publish our gender pay gap reporting in the MDDUS Annual Reports.
We aim to improve diversity in all functions and at all levels through robust succession planning and talent development. Improving the representation of ethnic minority members and colleagues is a particular focus for 2021 and beyond.
To further increase overall diversity and inclusion, we are evolving our employee forum groups to generate ideas and actions we believe make a positive difference to our colleagues and members. This will include education, and celebrating the diversity in our membership and across the company.
Our commitments and aims are supported by our Group Equal Opportunities policy. This aims to promote colleague diversity and provide equal opportunities to all who apply for, and those who perform, work within our organisation – including our directors. It also promotes diversity irrespective of sex, race, age, ethnic origin, social and cultural background, marital or civil partnership status, pregnancy, maternity and paternity, any gender re-assignment, religion or belief, sexual orientation, disability, or part-time/fixed-term working arrangements, and to ensure appropriate diversity of experience, skillsets and professional backgrounds.