PPF launches expanded Diversity, Equity and Inclusion (DEI) Strategy to build on five years of progress

• New strategy builds on achievements of the last and celebrates the PPF’s 53 per cent female representation in senior management 
• Social mobility and LGBTQ+ inclusion introduced as two new areas of focus, alongside gender, ethnicity, and disability
• Increased emphasis on treating people fairly by ensuring equity is embedded across all areas of the PPF 

 
The Pension Protection Fund (PPF) has today published its new Diversity, Equity and Inclusion (DEI) Strategy for 2025-2028, reaffirming its commitment to being an inclusive employer and setting out its ambition to go further in embedding equity across all areas of the organisation. 


This builds on the achievements of the PPF’s 2020-2025 Diversity and Inclusion (D&I) Strategy, which focused on increasing representation and fostering inclusion in gender, ethnicity, and disability. Significant progress has been made across all three areas, including achieving and exceeding the Women in Finance Charter target by having 53 per cent female representation in senior management, as well as increasing ethnic minority and diverse ability representation across the organisation.  


The new three-year strategy sees the PPF broaden its scope by introducing two new areas of focus: social mobility and LGBTQ+ inclusion. This shift reflects the organisation’s growing emphasis on equity, recognising that people experience different barriers in life and that a one-size-fits-all approach isn’t right. 


Michelle Ostermann, Chief Executive Officer, said: “We’re proud of the progress we’ve made in the last five years, but we know there is still more to do. This is why we have made a conscious choice to go even further with this new strategy and increase our focus on equity, so we can ensure the PPF is an organisation where everyone can be their best selves. This can only benefit us all – from our employees through to our members and our partners.” 


Intersectionality is a central focus of the strategy, which aims to improve the organisation’s understanding of how characteristics such as socio-economic background and sexuality can interact with other factors to create barriers to opportunity and progression.  


Furthermore, it also includes a continued focus on neurodiversity and sustaining its recognition as a Disability Confident Leader. Internally, it will further embed inclusive practices through leadership development, employee-led networks, and awareness campaigns. 


To support these ambitions, the PPF will continue to collect and analyse workforce data to monitor progress, while also strengthening its partnerships across the industry to drive change beyond the organisation. Initiatives such as the 10,000 Interns Foundation, Investment 20/20, and the Diversity Project remain central to its approach. 


Dana Grey, Chief Governance, Risk and Legal Officer and Executive Committee Sponsor for DEI, added: “This strategy is about recognising the richness of everyone’s identity and ensuring we are fostering a culture that respects difference and embraces it in an inclusive environment. I am proud to be part of an organisation that continues to prioritise delivering these outcomes for the benefit of everyone.” 

ENDS