We are passionate about being a fair and socially inclusive employer. We want our colleagues to not only live our purpose but have confidence in us as a responsible and fair employer.
The Diversity, Inclusion, Equity and Belonging (DEIB) initiatives at MONY Group in 2025 have been extensive and impactful, focusing on various aspects, such as female leadership, ERG advocacy, and DEIB in the tech industry.
Our DEIB metrics are reported monthly with average gender distribution in 2025 sitting at 45% female, and 55% male. Our gender split in tech in December 2025 was 24.2% female, 75.8% male, up from 18.5% female in 2022.
We were recognised in the 2025 FTSE Women Leaders Review as #2 for Women on Boards in the Technology sector and listed in the FTSE 250 top ten best performers for the sixth year as well as being named in the Inclusive Top 50 UK Employers List in 2025.
We have received recognition in the Women in Work 100 Group Report, which measures Board female representation, pay gaps below 15% and supportive and transparent parental policies.
Our combined Board and Executive Committee is 47% (7 of 15) as of 31st December 2025, and 13.3% (2 of 15) are from ethnic minority groups.
We continue to monitor and report on our Gender and Ethnicity pay gaps, which were published in October and have a multi-year strategy to continue to address challenges. Action plans centre around development, hiring and allyship, and progress against these is regularly reported to the Board. Our Board Diversity Statement can be found here.
Group employees who are women
Women in Group Senior leadership
Male/female gender split
Ethnic minority background split
Preparing our people for the future of AI
At MONY Group, we recognise the profound impact AI will have on the future of work. As part of our commitment to responsible transformation, we are actively preparing our colleagues for this shift. Our focus is not only on equipping teams with the tools that can accelerate performance today, but also on ensuring they develop the skills and confidence needed for the roles of tomorrow. We see it as our responsibility to empower every colleague with the knowledge and capability to navigate a rapidly evolving digital landscape.
To support this ambition, we continued to invest in AI enablement across the Group. This included launching our AI Champions network, a diverse group of colleagues from across functions who help shape adoption, share best practice and bring AI opportunities closer to everyday work. Their involvement has helped accelerate experimentation, build confidence and foster a culture of curiosity around emerging technologies within their functions.
In July, we went further by giving every colleague the opportunity to choose the large language model (‘LLM’) that best suits their role and workflow, selecting either Microsoft Copilot or ChatGPT. This colleagueled choice empowered individuals to work in the way that suits them best while ensuring that everyone has access to cutting-edge tools regardless of their role.
Alongside access to tools, we have delivered structured training to build capability across the business. This includes Copilot training, ChatGPT skills development and dedicated prompting workshops to ensure colleagues can use these technologies effectively and safely. Early feedback highlights increased confidence, improved efficiency and a growing sense of excitement about the possibilities AI can unlock. Testimonials shared by colleagues reflect how accessible and transformative these learning experiences have been.