M&G plc National Equality Standard results

M&G has successfully achieved reaccreditation for the National Equality Standard (NES) – the UK's highest benchmark for equality, diversity and inclusion.

The NES acknowledged M&G as setting the benchmark within its industry and in cross-sectional organisation of a similar size (5,000 to 10,000 employees). With a score of 145 out of 175, the reaccreditation demonstrates our commitment to driving diversity, inclusion and equality within the workplace and across the industry.

Mark McLane, Head of Diversity, Inclusion and Well-being, commented: "Setting the standard within our industry is a testament to our ongoing commitment to diversity and inclusion. It reflects the incredible efforts and strides we have made in the past three years and the collective team effort that has gone into defining our working environment and culture.

"Through our NES reaccreditation, we are demonstrating our commitment to celebrating and championing the diversity of our organisation and creating an inclusive workplace that reflects our communities, clients and external stakeholders. As we seek to simplify and grow our organisation, external recognition like this helps us retain and attract the best talent, allowing us to drive innovation, creativity, and success from within."

Sponsored by EY, the National Equality Standard sets clear equality, diversity and inclusion criteria against which companies are independently assessed. It is supported by the Equality and Human Rights Commission, UK Home Office and the Confederation of British Industry (CBI).

M&G’s NES reaccreditation followed an in-depth assessment and comprehensive review of policies, culture and practices.

Some of the initiatives praised by EY that contributed to M&G’s success included:

Governance – Demonstrating clear and devolved governance to support and embed diversity and inclusion strategy across the organization.
Mental health and well-being – Proactively promoting initiatives and campaigns that support colleagues’ mental health and well-being, as well as expanding well-being to include and support financial well-being.
Customer and industry insights – Commitment to diversity and inclusion as an investor with the launch of the Diversity and Inclusion Fund and Catalyst and M&G’s role in influencing the broader finance industry.
People Managers – Comprehensive targeted training and guidance for managers, having launched the People Manager Academy, which includes diversity and inclusion topics.
Colleague Engagement – Commitment to open, transparent feedback.
External relationships – Demonstrating a range of external partnerships that support diversity and inclusion ambitions and help drive the conversation forward within the industry.
Policies and practices – Commitment to listening to colleagues' feedback to shape an industry-leading range of policies that include neo-natal, fostering and kinship leave, the new Menopause policy and its extended healthcare benefits, and support for colleagues during the cost of living crisis.
Pay Gap – Demonstrating a commitment to transparency.

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