Building a Healthy Community
We’re committed to providing a friendly, fair and inclusive working environment at NFU Mutual.
From supporting health and wellbeing, to encouraging employees to own and develop their careers, we’re passionate about being a great place to work.
In recognition of this we have been named as a ‘Gallup Exceptional Workplace’ award winner for the 10th year running.
Learn more about the activity we have in place to look after our people
Our progress: Building a Healthy Community
| Priorities | Aims for 2024 | Delivered in 2024 | Aims for 2025 | Longer-term aims |
| Employee engagement |
Maintain upper quartile Gallup employee engagement score |
A mean score of 4.63 out of 5, placing NFU Mutual in the top 1% of all companies completing the Gallup Employee Engagement survey in 2024. This saw us meet our Upper Quartile Gallup Employee Engagement target |
Maintain 85th percentile Gallup employee |
Maintain 85th percentile Gallup employee |
| Employee volunteering |
Maintain 90% of employees feeling that they have had an opportunity to support a good cause through their volunteering experience, annually |
94% of employees felt they had the opportunity 794 employees (representing 17% of our workforce) collectively volunteered 5,460 of their working hours through our volunteering programme. We provide one day per calendar year for employees to volunteer as part of a team We undertook a small trial of individual |
Maintain 90% of employees feeling that they have had an opportunity to support a good cause through their volunteering experience, Explore how we can improve impact Conduct insight with employees and the charitable sector in a 2025 survey to gather information on how our employee volunteering offer should evolve in the future |
Maintain 90% of employees feeling that they Establish a benchmark and targets for the social |
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Wellbeing Programme |
Maintain upper quartile Gallup |
A mean score of 4.64 out of 5, was achieved for |
Maintain upper quartile Gallup |
Maintain upper quartile Gallup engagement score for the question “My company cares about my overall wellbeing." |
|
Health and Wellbeing - Agency Network |
Understand, promote and signpost health and wellbeing resources and opportunities in order to support Agents’ health and wellbeing |
An ‘Agent Wellbeing Hub’ was launched in 2024 to signpost resources to support Agent wellbeing. Now it’s live, the hub’s content will be periodically reviewed and refreshed |
Establish a baseline to understand the |
Using the 2025 baseline, set a long-term target to This target will replace the previous long-term aim to increase the percentage of Agents agreeing that ‘NFU Mutual signposts relevant wellbeing support |
| Training and Development - coaching |
Offer 140 colleagues access to coaching |
We maintained our affiliation with the European Mentoring and Coaching Council (EMCC) and 209
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Offer 200 colleagues access to |
Maintain our membership to the European Mentoring and Coaching Council |
| Training and Development - mentoring |
Facilitate 200 mentoring relationships |
At the end of 2024, we had 246 internal mentors and 149 active mentoring relationships. The number of active mentoring relationships towards the end of the year was affected by the availability of mentors |
Maintain 140 mentoring |
Maintain our membership to the European Mentoring and Coaching Council |
| Priorities | Aims for 2024 | Delivered in 2024 | Aims for 2025 | Longer-term aims |
| Diversity and Inclusion Strategy |
Achieve upper quartile for the |
A mean score of 4.68 out of 5, was achieved for the question |
Maintain upper quartile for |
Maintain upper quartile for the |
|
The Inclusive Leadership Training Programme - unconscious bias training |
Achieve 100% rate of employees |
99.02% completion rate of unconscious bias training for all employees or within six months of joining NFU Mutual. The small margin under our 100% 2024 target can be attributed to circumstances such as long-term employee leave. Future targets reflect that we expect these exceptions to continue, requiring a margin on 100% completion |
Maintain 95% rate of employees |
Maintain 95% of employees completing |
|
The Inclusive Leadership Training Programme - people manager training |
85% of People Managers to have |
This year, rather than a standalone programme, our Inclusive |
Project complete – training content |
Project complete – training content |
|
The Inclusive Leadership Training Programme - equal access |
Maintain 50:50 gender split on all talent |
We continued to provide equal access to our talent |
Maintain 50:50 gender split on average |
Maintain 50:50 gender split on average |
|
’Reverse’ Mentoring (where the person being mentored has a higher role of seniority than the mentor) |
25% of those seeking a mentor |
25% of those seeking a mentor to did so as part of a |
Maintain 25% of those seeking a |
Maintain 25% of mentoring relationships |
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Accreditations |
Maintain affiliation with |
Affiliations maintained |
Maintain affiliation with the Race at Work Charter Achieve accreditation renewal in |
Maintain affiliation with Maintain accreditation as a
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Women In Finance |
Maintain 40% female |
We have met this target, and as a minimum plan to |
We plan to maintain a minimum |
We will continue to review our target |
