Building a Healthy 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 eighth year running.
Our progress: Building a Healthy Community
| Priorities | Delivered in 2022 | Aims for 2023 |
| Employee engagement | Named as a Gallup Exceptional Workplace in recognition of our worldclass employee engagement | Maintain upper quartile Gallup employee engagement score |
| Employee volunteering | We re-opened our employee volunteering programme after pausing over the pandemic and our employees volunteered 2,209 of their working hours |
Further develop our employee volunteering programme to improve accessibility for employees to take part Launch our individual volunteering programme Establish initial targets around the impacts delivered for the community |
| Wellbeing programme | 749 hours of wellbeing training and education delivered |
Maintain training and education hours on wellbeing topics Refresh our wellbeing strategy |
| Training and development | To support our strategy of bringing coaching capability in-house, we increased our number of qualified internal coaches to 68 in 2022 |
Continue to develop new and existing coaches to be able to provide at least 120 colleagues access to internal coaching in 2023 Develop new and existing mentors to provide over 200 colleagues access to a mentor in 2023 |
| Apprenticeships and Professional Trainees |
74 people welcomed to our awardwinning Apprenticeship Programme 31 starters on our Professional |
Welcome 40 additional Apprentices
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| Priorities | Delivered in 2022 | Aims for 2023 |
| Diversity and inclusion strategy |
Signed up to the Race at Work Charter Re-accredited as a Disability Confident Employer Launch of unconscious bias training
Ensure we provide equal access to all talent programmes and aim to have a 50:50 gender split on all programmes |
Continue affiliation Accreditation will be reviewed after two years
Introduce diverse mentoring opportunities and pilot 10 new diverse mentorships Launch Inclusive Leadership programme with a target of 85% of managers to have commenced or completed the programme Maintain in 2023 |
| Women in Finance | 40% female representation in senior management against a target of 38% | Maintain 40% female representation in senior management |
