Building a Healthy Working Community
We’re committed to providing a friendly, fair and inclusive working environment at NFU Mutual.
From supporting health and wellbeing, to encouraging employees to own and develop their careers, we’re passionate about being a great place to work.
In recognition of this we have been named as a ‘Gallup Exceptional Workplace’ award winner for the 10th year running.
Learn more about the activity we have in place to look after our people
Our progress: Building a Healthy Community
| Priorities | Aims for 2024 | Delivered in 2024 | Aims for 2025 | Longer-term aims |
| Employee engagement |
Maintain upper quartile Gallup employee engagement score |
A mean score of 4.63 out of 5, placing NFU Mutual in the top 1% of all companies completing the Gallup Employee Engagement survey in 2024. This saw us meet our Upper Quartile Gallup Employee Engagement target |
Maintain 85th percentile Gallup employee engagement score |
Maintain 85th percentile Gallup employee engagement score |
| Employee volunteering |
Maintain 90% of employees feeling that they have had an opportunity to support a good cause through their volunteering experience, annually |
94% of employees felt they had the opportunity to support good causes through their employee volunteering experience 794 employees (representing 17% of our workforce) collectively volunteered 5,460 of their working hours through our volunteering programme. We provide one day per calendar year for employees to volunteer as part of a team We undertook a small trial of individual volunteering and are reviewing this as part of insight work in 2025 |
Maintain 90% of employees feeling that they have had an opportunity to support a good cause through their volunteering experience, annually Explore how we can improve impact measurement for employee volunteering as part of our phased implementation of a social value impact framework measurement tool Conduct insight with employees and the charitable sector in a 2025 survey to gather information on how our employee volunteering offer should evolve in the future |
Maintain 90% of employees feeling that they have had an opportunity to support a good cause through their volunteering experience, annually Establish a benchmark and targets for the social value delivered through volunteering |
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Wellbeing Programme |
Maintain upper quartile Gallup engagement score for the question “My company cares about my overall wellbeing." |
A mean score of 4.64 out of 5, was achieved for the question “My company cares about my overall wellbeing.” This result placed us in the top 17% of companies completing the 2024 Gallup survey, achieving our upper quartile target |
Maintain upper quartile Gallup engagement score for the question “My company cares about my overall wellbeing." |
Maintain upper quartile Gallup engagement score for the question “My company cares about my overall wellbeing." |
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Health and Wellbeing - Agency Network |
Understand, promote and signpost health and wellbeing resources and opportunities in order to support Agents’ health and wellbeing |
An ‘Agent Wellbeing Hub’ was launched in 2024 to signpost resources to support Agent wellbeing. Now it’s live, the hub’s content will be periodically reviewed and refreshed |
Establish a baseline to understand the percentage of Agents who agree ‘My interactions with NFU Mutual show they care about my wellbeing.’ |
Using the 2025 baseline, set a long term target to improve the percentage of Agents agreeing ‘My interactions with NFU Mutual show they care about my wellbeing.’ This target will replace the previous long-term aim to increase the percentage of Agents agreeing that ‘NFU Mutual signposts relevant wellbeing support networks and resources.’ The change reflects an ambition to measure NFU Mutual’s support for Agent wellbeing more holistically |
| Training and Development - coaching |
Offer 140 colleagues access to coaching |
We maintained our affiliation with the European Mentoring and Coaching Council (EMCC) and 209 colleagues accessed coaching through our internal network of coaches in 2024 |
Offer 200 colleagues access to coaching (equivalent to 1200 hours) |
Maintain our membership to the European Mentoring and Coaching Council |
| Training and Development - mentoring |
Facilitate 200 mentoring relationships |
At the end of 2024, we had 246 internal mentors and 149 active mentoring relationships. The number of active mentoring relationships towards the end of the year was affected by the availability of mentors during a period of business changes. Mentoring continues to be an important tool across our development offering and we will be maintaining our mentoring programme to meet employee demand |
Maintain 140 mentoring relationships (of which 20 are external to NFUM) |
Maintain our membership to the European Mentoring and Coaching Council |
| Priorities | Aims for 2024 | Delivered in 2024 | Aims for 2025 | Longer-term aims |
| Diversity and Inclusion Strategy |
Achieve upper quartile for the Gallup survey question ‘At work I feel comfortable being myself’ by 2024 |
A mean score of 4.68 out of 5, was achieved for the question “At work I feel comfortable being myself”. This result placed us in the top 23% of companies completing the 2024 Gallup survey, achieving our upper quartile target |
Maintain upper quartile for the Gallup survey question ‘At work I feel comfortable being myself’ by 2025 |
Maintain upper quartile for the Gallup survey question ‘At work I feel comfortable being myself’ by 2025 |
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The Inclusive Leadership Training Programme - unconscious bias training |
Achieve 100% rate of employees completing unconscious bias training by the end of 2024 or within six months of joining NFU Mutual |
99.02% completion rate of unconscious bias training for all employees or within six months of joining NFU Mutual. The small margin under our 100% 2024 target can be attributed to circumstances such as long-term employee leave. Future targets reflect that we expect these exceptions to continue, requiring a margin on 100% completion |
Maintain 95% rate of employees completing unconscious bias training by the end of 2025 or within six months of joining NFU Mutual |
Maintain 95% of employees completing unconscious bias training within six months of joining NFU Mutual |
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The Inclusive Leadership Training Programme - people manager training |
85% of People Managers to have completed the Inclusive Leadership training programme |
This year, rather than a standalone programme, our Inclusive Leadership learning has been embedded into all core leadership development to increase access and reach |
Project complete - training content has now been rolled into standard leadership learning |
Project complete –training content has now been rolled into standard leadership learning |
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The Inclusive Leadership Training Programme - equal access |
Maintain 50:50 gender split on all talent programmes |
We continued to provide equal access to our talent development programmes and 2024 saw an average female to male gender split of 47:53 across all talent development programmes |
Maintain 50:50 gender split on average across all talent programmes |
Maintain 50:50 gender split on average across all talent programmes |
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’Reverse’ Mentoring (where the person being mentored has a higher role of seniority than the mentor) |
25% of those seeking a mentor to do so as part of a reverse relationship |
25% of those seeking a mentor to did so as part of a reverse relationship. Additionally, we have partnered with the 30% Club mentoring programme to support 10 aspiring women leaders |
Maintain 25% of those seeking a mentor to do so as part of a reverse relationship. Maintain our involvement in external mentoring initiatives including the 30% Club |
Maintain 25% of mentoring relationships being reverse in nature, as more colleagues access a mentor through our growing network. Develop external connections to provide mentoring opportunities outside of NFU Mutual |
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Accreditations |
Maintain affiliation with the Race at Work Charter |
Affiliations maintained |
Maintain affiliation with the Race at Work Charter Achieve accreditation renewal in 2025 as a Disability Confident Employer |
Maintain affiliation with the Race at Work Charter Maintain accreditation as a Disability Confident Employer
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Women In Finance |
Maintain 40% female representation in senior management |
We have met this target, and as a minimum plan to maintain this level of representation over the next 12 months |
We plan to maintain a minimum of 40% representation of women in senior leadership roles. During 2025 we will review this and set our next target |
We will continue to review our target to reflect our ambitions for the representation of women in senior leadership roles |
