Diverse, inclusive and fair

Where you, your difference and your contribution are embraced

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Treating every person fairly

Integrity is at the very heart of our business. We do the right thing, for our customers and our people, and the communities we live and work in. We're committed to treating every person fairly across all aspects of employment - and ensuring that every candidate is considered on individual ability, regardless of gender, age, colour, race, ethnic origin, disability, marital status, religion or belief, trade union membership or sexual orientation.

We passionately believe that diversity increases the breadth and quality of debate within and across NFU Mutual. We aim to work together openly, honestly and fairly - developing a bond of trust with every employee. We have several initiatives in place to help us achieve our goals and we’re continually building on our work.

Our diversity and inclusion strategy

Being a great place to work is about fostering a culture of inclusion where everyone feels comfortable to be themselves at work without fear of rejection, doing the wrong thing or being discriminated against.

It’s important not only because it’s the right thing to do, but because understanding more about each other’s unique perspectives, is good for our people, our customers, and our ongoing business success.

We’re committed to fostering an environment where everyone feels included, valued and able to fully contribute, which is why we have a Diversity and Inclusion Strategy built around three key pillars.

1. Create an environment of inclusion

We enable people to bring their whole self to work and feel emotionally connected and able to fully contribute. By creating a culture of inclusion, we’ll get the best from all our people and foster a culture where everyone feels fully valued and happy to be themselves.

2. Attract, develop and retain the best talent

By widening our talent pools and encouraging people from all backgrounds to apply, removing obstacles, we will ensure we have the widest selection of high quality and capable candidates. We will nurture and develop our talent, enabling everyone to achieve their full potential, and ensure we are a Great Place to Work.

3. Help ensure better decision-making

Diversity of thinking, experience and background supports challenge and independent contribution. This increases the breadth and quality of debate, which in turn improves the overall effectiveness of decision-making, encouraging more creative and innovative solutions.

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Women in Finance

We’re proud to be a signatory to HM Treasury’s Women in Finance Charter, which asks financial services firms to commit to implementing four key industry actions to improve gender diversity at senior levels in the workplace.

We signed the Charter in October 2018 with 36% female representation in senior management. We set our target to reach 38% by the end of September 2021 and were proud to achieve the target a year early. By September 2022 we had 40% female representation in senior management.

We continue to monitor progress and are committed to further embedding our principles of fairness, consistency, objectivity and professionalism in our approach to recruiting, developing, promoting and leading our people.

Race at Work Charter

We’re a proud signatory of the Business in the Community Race at Work Charter. The Charter is composed of seven calls to action for leaders and organisations across all sectors. Signing the Charter means we’re committed to taking practical steps to ensure we’re tackling barriers that Black, Asian, Mixed raced and other ethnically diverse people face in recruitment and progression.

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Disability Confident Employer

NFU Mutual is proud to be a Disability Confident Employer. We’re challenging the stigma and attitudes towards disabilities and demonstrating our commitment to removing the barriers disabled people may face when securing and maintaining employment.

We’re committed to ensuring disabled people have equal opportunities to fulfil their role successfully and reach their full potential. If you are thinking of applying for a role with us and you have a disability, please let us know in the Equal Opportunities section of your application.

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Evenbreak is a job board specifically set up to let disabled candidates know about inclusive employers. As well as providing a job board, Evenbreak has also created an inclusion and accessibility best practise portal that gives invaluable support and guidance on providing a recruitment process and workplace that's welcoming to disabled candidates. We want to keep moving forward as an organisation, and with Evenbreak's support we'll continue to learn from our disabled candidates and colleagues.

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10,000 Black Interns

10,000 Black Interns is a charity that has an ambition to offer 10,000 internships to young Black people. NFU Mutual has made a pledge to work with them in 2023. 10,000 Black Interns works with partner organisations to provide paid work experience across a wide range of sectors each year, providing critical training and development opportunities. Their aim is for over 20 industries to join to provide 10,000 internships in aggregate over five years.

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Family friendly environment

At NFU Mutual we understand the importance of balancing your professional and personal life. Our Family Friendly Policy and culture is designed to make that easier for you. As part of our commitment to the Transparent Leave and Pay initiative spearheaded by the Association of British Insurers, we’ve included a summary of our Family Friendly Policy, including entitlements to leave and pay.

We appreciate that if you’re thinking about joining us you may want to know how we support our employees with family responsibilities. Publishing our family friendly policies means you don’t have to worry about asking for the information when applying for a role or coming to an interview.

Maternity leave and pay

Paternity/2nd parent leave and pay

Adoption leave

Shared parental leave

Parental leave

Dependant leave

Flexible working

Carer’s leave

Maternity leave and pay

You can take up to 52 weeks maternity leave, regardless of how long you have worked for us or how many hours you work.

To receive the first 20 weeks company Maternity pay at your full rate of pay, you need to have worked at NFU Mutual for at least two years when your baby is due.

If you have less than two years’ service but more than 26 weeks service when you enter the 15th week before your baby is due, you will receive 6 weeks at your full rate of pay.

Up to ten paid keeping in touch (KIT) days can be agreed between you and your manager during your maternity leave. You continue to be eligible for a bonus while you are in receipt of maternity pay.

Paternity/2nd parent leave and pay

We provide up to 4 weeks paternity leave on full pay. To be eligible for our paternity pay you need to have worked for NFU Mutual for at least 26 weeks by the end of the 15th week before the expected week of childbirth or the matching week for adoption. You continue to be eligible for a bonus while you are in receipt of paternity pay.

England, Scotland, and Wales
You are eligible to take your leave in a minimum of one-week blocks at any time within the first 52 weeks of the birth of a child or matching date if adopting. You can choose to take all 4 weeks at one, or for example, you may take the first two weeks immediately following the arrival of a child but take the second two weeks either together or separately later in the year to help settle a child into nursery or for any other reason.

Northern Ireland
Following your statutory one or two weeks leave which is taken within 56 days of the birth of a child, eligible employees can take their remaining two weeks together, or in two separate one-week blocks, anytime in the first 52 weeks following a birth or matching date with adoption.

Adoption leave

You can take up to 52 weeks adoption leave, regardless of how long you have worked for us or how many hours you work.

To receive the first 20 weeks company adoption pay at your full rate of pay, you need to have worked at NFU Mutual for at least two years at the matching date.

If you have less than two years’ service but more than 26 weeks service when you enter the 15th week before the matching date, you will receive six weeks at your full rate of pay.

Up to ten paid keeping in touch (‘KIT') days can be agreed between you and your manager during your adoption leave. You continue to be eligible for bonus while you are in receipt of adoption pay.

Shared parental leave

To qualify for shared parental leave you need to have worked for NFU Mutual for at least 26 weeks at the end of the 15th week before the week that your child is due, or for adoption, the week of notification of being matched with a child.

Your partner also needs to be eligible for shared parental leave in their own right. If you are both eligible, you can share up to 50 weeks of leave.

Shared parental leave has to be taken within 52 weeks of the birth or adoption placement. Up to 20 paid keeping in touch (SPLIT) days can be agreed between you and your manager.

Eligible employees may be able to take up to 37 weeks’ Shared Parental Pay while taking leave and bonus continues to accrue if you are in receipt of Shared Parental Pay. Shared Parental Pay will be paid at the rate set by the Government for the relevant tax year.

Parental leave

You can take 18 weeks of unpaid leave for each child and adopted child up to their 18th birthday. You can take up to four weeks leave each year for each child in minimum blocks of one week. If your child is disabled, the minimum block criteria does not apply.

To be eligible for Parental Leave you must have worked for NFU Mutual for more than a year, be named on the birth or adoption certificate, or have or expect to have parental responsibility, and your child must be under 18.

Parental Leave applies to your child and not to your employment, therefore if when you join NFU Mutual you have already taken some of your entitlement, you will only be eligible for the remaining balance that year.

Dependant leave

We know there are times when you may need to deal with a family emergency or make arrangements to care for relatives. Our approach to flexible leave lets you take unpaid leave over and above your holiday entitlement to help you manage your childcare and caring responsibilities.

Dependent leave is provided to help you to deal with an immediate problem and put any necessary care arrangements in place, such as arranging for someone else to care for a child if your normal childminder is unexpectedly unavailable, where a dependant falls ill, or is injured, to deal with an unexpected incident involving your child during school.

Flexible working

Flexible working is about giving you more options about when and where you carry out your job; for example, your place of work, how many hours you work, or when you work. We recognise the benefit that flexibility brings for both you and our business.

You can make a request for flexible working from the first day you join NFU Mutual. We’ll consider your request fully and fairly, based on our business needs, and we’ll always try and agree to requests where we can.

Carer’s leave

You will be entitled to unpaid leave to give or arrange care for a ‘dependant’ who has:

  • A physical or mental illness or injury that means they’re expected to need care for more than three months.
  • A condition that amounts to a disability under the Equality Act 2010.
  • Care needs connected to their old age

The dependant does not have to be a family member. It can be any person who would reasonably rely on you to provide or arrange care. You can take a total of up to one week of Carer’s Leave every 12 months, this can be taken as one whole week, or can be taken as individual or half days throughout the year.