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Supporting diversity, equity, inclusion and wellbeing

We’re not your average financial services employer.

The government set us up to give every UK worker somewhere good to save for retirement, so our focus is the millions of ordinary people banking on us for their future.

One of the best ways we can serve our members is by making sure that our workforce reflects the diversity we see in the UK. We strive to provide a flexible and inclusive working environment, where every colleague can feel authentic, equal and respected.

Everyone is welcome to apply for our roles, and we're determined to ensure that no applicant or employee receives less favourable treatment because of their characteristics.

Disability charter logo
Women in Finance charter logo
30% club logo
Diversity project logo
Stonewall diversity champion logo

Supporting gender parity 

We take gender parity seriously and aim to lead by example. We're working towards 50% of our senior management roles to be held by women by 2025. We're also working towards gender pay equity.

We've also introduced a new type of family leave which is open to all employees who have worked for us for one year, regardless of gender, sexual orientation or how someone becomes a parent. You can read about our shared parental leave offering in our Benefits section. 

Women in Finance Charter

Since 2016, we’ve been signed up to the Women in Finance Charter. Our aim was for 30% of our senior management roles to be held by women by autumn 2019. We didn't just meet this target we exceeded it. Our new target is for women to make up 50% of senior management roles by 2025. We are also looking at recruiting and developing women from all backgrounds into our senior leadership team. 

Global Women 4 Wellbeing

The leadership network Global Women 4 Wellbeing awarded us its ‘Organisation of the Year’ prize in 2020. This recognised the tremendous strides in equity, advancement and inclusion we’ve made for women in the workplace.

30% Club

We're a member of the 30% Club, a global campaign led by company leaders to boost female representation on corporate boards around the world. One of our colleagues is co-chair. Our membership and participation is central to our work on diversity. Working together and combining investor resource, voice and action has been key to driving improved diversity in UK companies.

Gender pay gap report

Every year, we look at the difference between the average earnings of men and women across Nest and publish our findings. This gender pay gap report provides an indicator of how we’re doing to achieve gender parity. You can find our current and previous reports in our library.

Providing a disability inclusive environment

We commit to employing and supporting the career development of people with disabilities. To do this, we:

  • ensure our recruitment process is inclusive and accessible
  •  guarantee to interview anyone with a disability whose application meets the minimum criteria for the post as part of the Disability Confident guaranteed interview scheme
  • anticipate and provide reasonable adjustments to equipment and throughout our accessible office
  • support any existing employee who acquires a disability or long-term condition, enabling them to stay in work.

Disability Confident

We’re part of the Disability Confident scheme, which aims to encourage organisations to think differently about how they attract, recruit, retain and develop people with a disability. We’ve achieved the Disability Confident Employer (level 2) and are working towards achieving the Disability Confident Leader (level 3) status. We recognise the talents and value that individuals with disabilities and neurodiverse conditions bring to the workforce and are working hard to ensure that we’re a disability inclusive organisation.

Business Disability Forum

In April 2023 we joined the Business Disability Forum (BDF) as part of our goal to become a more disability inclusive organisation. BDF provides a wealth of resources, information and advice for managers, human resources and employee network chairs to ensure staff with disabilities or underlying conditions are supported at work.

Supporting our LGBTQ+ colleagues

Our commitment to our LGBTQ+ colleagues goes beyond support for Pride and LGBT+ history month . We encourage our people to be respectful of all sexual orientations and gender identities.


Stonewall is the largest lesbian, gay, bisexual, trans, queer, questioning and ace (LGBTQ+) charity in Europe. We’ve decided to become a member to ensure that we continue to create a fully inclusive and accepting culture and working environment for our candidates and colleagues, while celebrating the value LGBTQ+ people bring to Nest. Stonewall provides access to training, events, resources, toolkits and additional networks, all of which will help us support our LGBTQ+ colleagues and ensure they can be their authentic selves at work.

Addressing race

We hold regular ‘Let’s talk about race' discussions with all staff as well as workshops with inidivudal teams to educate colleagues on the experiences of employees in the UK workforce and to encourage allyship. 

The race and social diversity working group also have regular meetings to agree on the actions needed to ensure that we continue to focus on racial equality at Nest. You can find our current and previous reports in our library.

We’ve also changed our job application process, anonymising CVs to mitigate against bias at the shortlist stage.

10,000 Black Interns

We’ve signed up to the 10,000 Black Intern program, providing paid internships for talented black students and graduates. We hope to unlock opportunities in an industry where people of colour are traditionally underrepresented.

Ethnicity pay gap report

We want pay and progression to be fair for all ethnic groups. One of the ways we can measure this is by identifying and investigating any differences in the average pay between different ethic groups at Nest. We voluntarily publish our ethnicity pay gap report every year, using our findings to develop action plans. You can find our current and previous reports in our library.

Championing diversity

We want everyone who works at Nest to be respected. That’s why we encourage people to stand up and be an ally, as well as fostering a working environment where people of all backgrounds feel included and valued.

We have six working groups which are championed by our senior leaders, and they all play a critical role in helping us to achieve our ambitious targets. Our six working groups are:
1.    Disability and Neurodiversity working group 
2.    Gender working group 
3.    Interfaith working group 
4.    LGBTQ+ working group 
5.    Mental health working group 
6.    Race and social diversity working group  

There are also two subgroups of our interfaith working groups which are our Christian and Muslim networks.

The Diversity Project

The Diversity Project is a cross-company initiative championing a more inclusive culture within the savings and investment professions. We’ve signed up to the Asset Owner Diversity Charter as part of our commitment to improve diversity, in all forms, across the investment industry. This involves working collaboratively with other companies and has provided us with an opportunity to get involved in programme initiatives and drive change through The Diversity Project steering committee.

Committing to the Living Wage

A hard day’s work deserves a fair day’s pay. That’s the premise behind the Living Wage Project. Not only are we Living Wage accredited, we push for the companies our members’ money is invested in to become Living Wage employers too.

London Living Wage

We’ve achieved the London Living Wage accreditation, meaning all employees working directly for us are paid above this rate. Any company who’s contracted to provide a service to us must also be committed to paying the Living Wage to all their staff.

Supporting social diversity

Over the past year we've partnered with The Switch, a charity that work with primary and secondary schools in the Tower Hamlets area. The Switch connect organisations with schools to introduce young people to the world of work helping them to fulfil their potential by aspiring to life-changing careers. Tower Hamlets is one of the most deprived areas in London and we felt that we had a role to play in supporting students and young people in our local community to try and change the cycle of deprivation in our borough. Our aim is to improve social mobility in our local community. 

Promoting good health and wellbeing

Nest recognises that employers have an important role in promoting and embedding physical, mental, financial and social wellbeing and resilience. We also understand the important role we have in combating the stigma that surrounds poor mental health.

We participate in the #timetotalk campaign, which encourages employees to have open conversations about their mental health. The campaign aims to break down stereotypes, improve relationships, aid recovery and take the stigma out of something that affects many people.

We celebrate Mental Health Awareness Week in May each year and use it as an opportunity to share experiences of poor mental health and signpost and promote mental wellbeing in the workplace. We've trained Mental Health First Aiders who offer support and signposting to colleagues who may need help with their mental health.

As part of our wellbeing strategy we also promote financial, physical, mental and social wellbeing throughout the year with support from our internal communications team.

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