We’re committed to being an inclusive employer. Here are some of the areas we’re proud to celebrate and to see grow and develop.

D&I Strategy 2020-2025

For the first time, we’ve launched a five year diversity & inclusion (D&I) strategy that outlines our long-term goals and challenges, and celebrates our successes. We’ll continue to embed diversity and inclusion across all layers of the organisation. 

Read our D&I strategy


In February 2018 we signed HM Treasury’s Women in Finance Charter, a commitment to improving gender balance across the financial services sector, at every level.

Earlier this year, we published our latest gender pay gap report. This is largely driven by the number of men in our investment team relative to women and the way specialist skills in that area are rewarded.

While we hit our target to have 40 per cent female senior leaders by 2021 early, we still don’t have enough women in senior roles. This is largely influenced by a gender imbalance in the financial sector as a whole, but we’re focusing on growing our own pipeline of talent to address this.

We’re doing this in a range of ways, including our networks for women at three different career stages - Emerging Women, Empowering Women and Inspiring Women. We believe that by nurturing future female leaders early in their careers and making the PPF a great place to work, over time we can make a difference to the gender imbalance in our senior roles.


We have an employee-led Race Action Group (formerly the Ethnicity Discussion Forum). Its purpose is to create a safe space where everyone is able to share their experience, perspective and insights.

On 1 December 2019, we became an official signatory of the Business in the Community Race at Work Charter. Signing up to the Charter shows our commitment to tackling barriers that ethnic minorities face in the workplace, and working to improve and create a representative society.

The Charter is based on five calls to action:

  1. Appoint an executive sponsor for race – Dana Grey, Director of Legal and Compliance & Ethics and Chair of the Diversity and Inclusion Sponsorship Group
  2. Capture ethnicity data and publicise progress
  3. Commit at board level to a zero tolerance of harassment and bullying
  4. Make clear that supporting equality in the workplace is the responsibility of all leaders and managers
  5. Take action that supports ethnic minority career progression


We're proud to be part of the Disability Confident Scheme that recognises our success in employing and retaining disabled people and those with health conditions.

Our commitment under the scheme is to continue and build upon the support we provide both for candidates and employees with disabilities or health conditions.

Sexual orientation and gender identity

Our Kaleidoscope group looks at diversity and inclusion issues through an LGBTQ+ lens. The network is committed to making us a great place to work for LGBTQ+ employees and a business where LGBTQ+ members feel acknowledged and understood. 

Kaleidoscope is also working to build our reputation within our local community as an LGBTQ-inclusive employer.

Religion and belief

We’ve encouraged the creation of networking groups that help connect our employees with others who share their faith. We also have plans for a ‘quiet room’ that can be used for various things including a space for prayer. 

Our apprenticeship schemes

To support the government's target of three million new apprenticeships by 2020, we’ve aimed to have at least 2.3% of our employees participating in an apprenticeship scheme.

Apprenticeships are open to all, there's no age limit. For our entry level apprenticeships, we look for the right attitude and behaviours rather than work experience.