Building a Healthy Community

Maintain upper quartile Gallup employee engagement score

A mean score of 4.68 out of 5, reaching the top 1% of all companies completing the Gallup Employee Engagement survey in 2023. This saw us achieve our Upper Quartile Gallup Employee Engagement target

Maintain upper quartile Gallup employee engagement score

Maintain upper quartile Gallup employee engagement score

Further develop our volunteering programme to improve accessibility

613 employees collectively volunteered 4,125 of their working hours through our volunteering programme

Launch our individual volunteering programme

During 2023, we started our pilot to trial individual volunteering, and in 2024 we will be working to further develop the trial

Establish targets around impacts delivered for the community

In 2023 we commenced work to identify potential social value tools which will enable us to improve how we measure the impact from existing activity and set future targets

90% of employees feel they have an opportunity to support a good cause through their volunteering experience, annually

94% of employees felt they had the opportunity to support good causes through their employee-volunteering experience

Maintain 90% of employees feeling that they have had an opportunity to support a good cause through their volunteering experience, annually

Maintain 90% of employees feeling that they have had an opportunity to supporta good cause through their volunteering experience, annually

Wellbeing Programme - training and education

Maintain training and education hours on wellbeing topics (749 hours delivered in 2022)

916 hours of training and education hours delivered on wellbeing topics

Maintain upper quartile Gallup engagement score for the question “My company cares about my overall wellbeing"

Maintain upper quartile Gallup engagement score for the question “My company cares about my overall wellbeing"

Wellbeing Programme - strategy

Refresh our Wellbeing Strategy

NFU Mutual’s Wellbeing Strategy was refreshed in 2023 and a programme of initiatives has been approved by the Environmental, Social and Governance Steering Group to support the health and wellbeing of employees over the next three years

Maintain upper quartile Gallup engagement score for the question “My company cares about my overall wellbeing"

Maintain upper quartile Gallup engagement score for the question “My company cares about my overall wellbeing"

Health and Wellbeing - Agency Network

New aim

Understand, promote and signpost health and wellbeing resources and opportunities in order to support Agents’ health and wellbeing

80% of Agents to agree, through a survey, that NFU Mutual signposts relevant wellbeing support networks and resources by 2027

Offer 120 colleagues access to coaching

1,730 hours of coaching were delivered to 155 colleagues accessing coaching internally

Offer 140 colleagues access to coaching

Maintain our membership to the European Mentoring and Coaching Council

Provide over 200 colleagues access to a mentor

121 colleagues accessed a mentor in 2023. We recognise that many colleagues regularly Coaching Council mentor others informally, but since implementing new reporting dashboards in 2023, we will now report solely on registered mentoring relationships. This accounts for a shortfall in 2023. We fully anticipate meeting our targets for 2024

Facilitate 200 mentoring relationships

Maintain our membership to the European Mentoring and Coaching Council

New aim

New aim

Achieve upper quartile for the Gallup survey question ‘At work I feel comfortable being myself’ by 2024

Maintain upper quartile for the Gallup survey question 'At work I feel comfortable being myself'

The Inclusive Leadership Training Programme - unconscious bias training

100% completion rate of unconscious bias training for all employees

Achieve 100% rate of employees completing unconscious bias training by the end of 2024 or within six months of joining NFU Mutual

Maintain 100% of employees completing unconscious bias training within six months of joining NFU Mutual

The Inclusive Leadership training programme - people manager training

85% of all People Managers to have commenced or completed the Inclusive Leadership training programme

93% of People Managers have commenced or completed the Inclusive Leadership training programme

85% of People Managers to have completed the Inclusive Leadership training programme

Maintain 85% of People Managers to have completed the Inclusive Leadership training programme within six months of becoming a People Manager

The Inclusive Leadership training programme - equal access

Ensure equal access to all talent programmes and aim to have a 50:50 gender split on all programmes

We have provided equal access to all talent development programmes

Maintain 50:50 gender split on all talent programmes

Maintain 50:50 gender split on all talent programmes

’Reverse’ Mentoring (where the person being mentored has a higher role of seniority than the mentor)

Introduce ‘reverse’ mentoring and pilot 10 new mentorships

We have developed and piloted specific support for our business mentors on D&I, including tailored learning sessions. By the end of 2023, we had supported 10 reverse mentoring relationships

25% of those seeking a mentor to do so as part of a reverse relationship

Maintain 25% of mentoring relationships being reverse in nature, as more colleagues access a mentor through our growing network Develop external connections to provide mentoring opportunities outside of NFU Mutual

Accreditations

Continue affiliation with the Race at Work Charter

Affiliation maintained

Maintain affiliation with the Race at Work Charter

Maintain accreditation as a Disability Confident Employer

Maintain affiliation with the Race at Work Charter

Accreditation to be re-reviewed in 2025

Women In Finance

40% female representation in senior management

40.6% female representation in senior management

Maintain 40% female representation in senior management

Future targets to be confirmed as part of our annual process with the Treasury