Building a Healthy Working Community

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

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 

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."

Health and Wellbeing - Agency Network

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

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

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

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 

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 

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 

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 

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 

’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

Accreditations

Maintain affiliation with the Race at Work Charter

Maintain accreditation as a Disability Confident Employer

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

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