To achieve this we’ll reduce:
Scope 1 and 2 GHG emissions by 90% by 2050, from a 2022 baseline.
Scope 3 (category 15 GHG protocol) by 90% by 2050, from a 2019 baseline.
We’re committed to reviewing our target ambition and metrics regularly. This is to ensure that we remain aligned with the best understanding of the science required to achieve 1.5C limited warming by 2100. We publish our progress against public targets and other climate-related disclosures in our Annual Report.
We offer fully remote working to employees and we only use cloud-hosted web services, removing the need for servers. Our website uses global cloud hosting suppliers that have publicly committed to sustainability in their energy use.
We aim to be a company and workplace where everyone can thrive, by providing:
We create plentiful opportunities for personal growth and development, make supportive adjustments to overcome barriers to thriving, and provide a rewarding, inclusive compensation and benefits package.
We believe in the importance of clear and consistently applied policies to ensure opportunities to have a rewarding career are given free from bias and derived from skills-based evidence. We provide clear and consistent pay, performance and hiring policies, and work opportunities such as apprenticeships.
Everyone thrives when our working environment aligns with our values. We achieve this through training and events to build awareness, understanding and connection, and consistently upholding our culture both for new and existing colleagues.
In order to achieve our vision of a world where everyone can enjoy a happy retirement, we need to listen to and engage with the wider communities in which we operate. We strive to play our part in influencing positive change based on their needs by listening to and amplifying community voices and volunteering and other outreach work.
We maintain a growing public policy set, outlining our approach to a range of governance topics, such as:
business ethics;
supplier conduct;
corruption; and
building a responsible product.
We’re fully transparent in our approach to workforce policies such as:
parental leave;
flexible working arrangements;
workplace inclusion; and
health and safety, all of which can be found below in our Policies.
PensionBee awards equity as part of our compensation package. We do this to encourage ownership of behaviour, long-term thinking, and to recognise the vital contribution every individual makes towards achieving our mission and vision. We have one class of shares.
Our board brings together immense experience from the pensions industry and beyond to promote the long-term sustainable success of the company. The board generates value for shareholders and contributes to wider society by providing oversight on:
overall leadership;
setting the company’s purpose;
values and strategy; and
supporting the Executive Management Team in the delivery of the company’s strategy.
The board has delegated a number of its responsibilities to the Audit and Risk Committee, the Nomination Committee and the Remuneration Committee. Our board aims to meet up to 20 times a year.
Key governance documentation relating to the board and committees can be found below in the Corporate Governance Documents.
We participate in and have received recognition across numerous ESG frameworks, raters and indices.
Our Environmental, Social and Governance (‘ESG’) document hub contains sustainability reporting, corporate governance documents, company policies and our Initial Public Offering documents.