4 Reviewed and refreshed our colleague value proposition (CVP) . This project spanned the entirety of 2022 and will continue to be developed in 2023 and beyond. There are a number of key initiatives that have and will be delivered as part of our new CVP, which include but are not limited to: a. Surveying prospective and existing colleagues to analyse the perception and reality of what it’s like to work at Animal Friends, and whether there are any hidden barriers that may inadvertently make certain groups of people feel excluded. b. Continuing to explore our people data, providing our talent acquisition team with access to demographic insights that enable us to better understand our challenges and how to make improvements to our recruitment process. c. Analysing our job adverts to check for and remove any gender bias. d. Made important changes to the way candidates apply for our roles to increase pay transparency. The salary for each role is benchmarked in line with market data and every role is advertised with a salary range. We also no longer ask candidates for their current salary or salary expectation during the application process, which can be a driver of the Gender Pay Gap. e. Encouraging our People Managers to consider if a role can be fulfilled by alternative working patterns, such as on a part-time or job-share basis. 5 After listening to the concerns raised from across the business, in September 2022, a one-off cost of living support payment was given to all colleagues, with the exception of the Senior Leadership Team, to help ease some of the pressures being faced as energy prices and inflation soared. 6 At the end of 2022, all colleagues had their leave entitlement enhanced , receiving at least 25 days of holiday a year, with an additional day for every 2 years of service (up to 28 days).
What we’ve achieved:
Throughout 2022 and into the opening months 2023, we have implemented a number of initiatives all aimed at turning colleague feedback into tangible and meaningful actions. Collectively, these changes are strengthening our culture, adding a deeper level of authenticity to our narrative, and demonstrating our very real commitment to empowering every individual at Animal Friends.
These include: 1 In December 2022, we announced further improvements to our enhanced pay offering for colleagues going on maternity, shared parental, and adoption leave . We believe that by increasing our support we can encourage a wider range of talent to see Animal Friends as a place they can build their career, at any stage in their life. 2 Introduced a refreshed Performance Management process that not only enables clear accountability in line with our core values and strategic pillars, but also sets in place more robust plans for personal and professional development. 3 In 2022, we created a new strategic project to further develop inclusivity and diversity at Animal Friends. We also took the key decision to invest in a specialist whose sole focus is to work with our colleagues to identify areas of opportunity and build a roadmap of activity that ensures that any changes made are done with authenticity and meaning. Real change must come from a place of understanding and collaboration, it can’t just be about ticking a box. This is a journey and we’re committed to doing it right.
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Gender Pay Gap Report 2022 – Animal Friends Insurance
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