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Diversity and inclusion

We work together to create a diverse and inclusive workplace that embraces individuality, where people are welcomed and feel comfortable in the knowledge that they can be themselves

Why D&I is so important to us at USS

“We are blessed to work for an organisation that is genuinely interested in its people and doing the right thing. The desire to ‘be better’ is at the heart of USS."
Louise Howard, Chief Legal Officer

“We are committed to promoting diversity in all its forms at USS. But we are only at the start of our journey. Being a more diverse organisation brings significant benefits in terms of our culture and performance, delivering a truly inclusive member experience and ultimately achieving our core purpose. Our Diversity and Inclusion programme supports our aims: to build diverse teams, and embed equality, diversity and inclusive values and practices across everything we do.”
Bill Galvin, Group Chief Executive

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What are we proud of so far?

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During early 2020 we set up the foundations of our D&I programme of work, by:

  • empowering our staff to lead our D&I programme of work – collaborating with our 31 D&I Champions to help shape our strategy, implementation plans and build engagement with all staff across the business;
  • launching our internal D&I intranet site to establish two-way communication with all staff;
  • establishing our five strategic priorities.

Since then for each strategic priority, we have:

What's our vision for D&I at USS?

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  • The landscape has changed significantly with the pandemic and lockdown, but we are constantly looking to flex and evolve our plan in response to the diverse needs of our current and future colleagues.
  • A key focus for 2021 is the well-being, mental health and engagement of our staff.
  • We continue to work on:
    • the impact of Covid-19 on equality in the short and long term
    • inclusive leadership – ensuring conscious inclusion
    • neurodiversity – adapting the organisation to support inclusive needs
    • sourcing and attracting diverse candidates for recruitment
    • further engaging staff in equality, diversity and inclusion
    • collaborating with Institutions on sharing D&I best practice
    • continued analysis and actions to achieve our gender pay gap plans across the organisation
    • attracting diverse candidates at senior executive and board level.

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