PensionBee Diversity, Inclusion and Equality Policy

PensionBee’s approach to diversity

PensionBee is committed to promoting equality, diversity and inclusion, preventing unlawful discrimination and ensuring that our colleagues all feel respected and safe at work. Our aim is for our team to be representative of all areas of society, across all levels of the business, to better reflect and represent our diverse customer base. We welcome everyone regardless of gender, race, origin, religion, size, age, sexuality or disability and will not tolerate any conduct which harms others.

PensionBee commits to:

  • Provide equality, fairness and dignity for everyone in our team.
  • Oppose and prevent all forms of unlawful discrimination.
  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, where every person’s individual differences and contributions are valued and respected.

In 2022, we will be working towards the following broad goals:

  • Maintain at least 50% women and minority gender balance at all levels
  • Increase representation of all minority ethnicities to at least match the UK population across all levels of the business

Applicable standards, definitions and concepts

Applicable standards

Discrimination is the unjust treatment of someone because of their personal characteristics. It can take many forms, including in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, parental leave, requests for flexible working, and selection for employment, promotion, training or other opportunities.

The Equality Act 2010 recognises the following protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, gender and sexual orientation. It is illegal to discriminate against someone based on these characteristics. PensionBee recognises that this list is not exhaustive, and our code of conduct also specifically bans discrimination based on someone’s size.

The Protection from Harassment Act 1997 makes it an offence to behave in a way which is intended to cause another person distress, over more than one occasion.

Defining diversity, inclusion and equality

Diversity is about recognising the differences between us. Our customer base includes people from a wide range of cultures and backgrounds, and our workforce should reflect this in order to allow us to represent our customers’ interests more fairly. Listening to a wide range of perspectives helps us to create innovative solutions which drive us towards our vision of a world where everyone can look forward to a happy retirement.

Inclusion involves making sure that everyone working for PensionBee knows that their differences are valued. Every PensionBee employee deserves to feel as though they can be successful as themselves, that their contributions matter, and supported in reaching their full potential.

Equality means that we want to treat every employee fairly. In some cases this means making sure that we hold each employee to the same standard, and that we administer pay, benefits and disciplinary action consistently and in an evidence-based manner. However, we must also recognise that systemic inequalities mean that rather than equal opportunities we should provide equal access to opportunities, and support every member of our team in developing the skills they need to succeed.

Our policy in practice

1. We have a zero-tolerance approach to bullying, harassment, victimisation and discrimination

We have a zero-tolerance approach to bullying, harassment, victimisation and discrimination, against colleagues, customers, suppliers and the public. Any reports of these acts will be investigated as misconduct following our Disciplinary Procedures, and appropriate action will be taken should the complaint be upheld. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Sometimes discrimination is unintentional, as we all have unconscious biases that can be difficult to identify and overcome. If our investigation concludes that someone has been discriminating unconsciously, we will support them through our Performance Management procedure and help them to implement processes that mitigate biases. But, if this person shows unwillingness to change their behaviour, we may demote or terminate them.

Each member of staff working at PensionBee could be held individually liable for acts of bullying, harassment, victimisation and unlawful discrimination in the course of their employment.

2. Employees are educated on promoting diversity and inclusion

The whole company must complete an annual compliance test, which includes our Bullying and Harassment, Conduct and Disclosure and Whistleblowing policies alongside this one. This reminds our team of their rights and responsibilities, including helping the organisation provide equal opportunities in employment, and working to actively prevent bullying, harassment, victimisation and discrimination.

When employees first join the company they are enrolled in a welcome training course, which reiterates our values and code of conduct. They are also enrolled in the appropriate Unconscious Bias or Unconscious Bias for Managers course. We will refresh our employees on this annually during the compliance test.

New managers are enrolled in a training programme when they first start managing someone, including a session about unconscious bias and how to mitigate its effects.

The Talent Team and PensionBee’s Diversity Champions will arrange ad hoc sessions throughout the year from both PensionBee employees and external third parties.

3. Promoting diversity and inclusion across the business

  • Wherever possible, we will use inclusive, gender-neutral language.
  • We are committed to accommodating and supporting people with disabilities.
  • Managers should keep detailed records of their decisions concerning their team members and job candidates. These decisions should be based on merit, apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act (such as employment training programmes aimed at ethnic minorities, young adults, or people with physical or learning disabilities).
  • Opportunities for training, development and progression should be made available to all staff wherever it is appropriate to do so.
  • Senior managers should be actively working to create a diverse pipeline of top performers who are on track to move up through the business.

4. Reasonable adjustments

In line with our Wellbeing and Time Off policy, we are committed to making reasonable adjustments to help employees with disabilities to perform their job to the best of their ability. This applies equally to employees and job candidates with physical or mental disabilities.

Some examples of adjustments that we may consider include:

  • Changing working arrangements, such as working hours or allowing someone extra breaks
  • Adjusting the workplace, such as ensuring the employee sits in a quiet section of the office
  • Allowing the employee to work from home
  • Providing extra or specialised equipment

5. Hiring and promotions

Our team should be fairly rewarded for their hard work. We will make promotions and offer compensation in line with our Performance Management and Remuneration Policies.

Hiring processes will be conducted in line with our Hiring policy. Internal hiring will follow a blind hiring structure wherever possible. External hiring processes will use structured interviews and tasks.

Have a question?Call our UK team020 3457 8444

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