Strategic Report | Governance | Financial Statements | 123
We regularly monitor the engagement of our colleagues and their views on matters that are important to them. During the year, colleagues were asked to complete a full and pulse employee engagement survey, and we combine the insights from the surveys with informal approaches, such as gathering feedback via word of mouth. Performance-based pay rewards colleagues for the achievement of strategic business objectives and upholding our cultural, conduct and behavioural expectations. In addition, alignment with shareholder interest is provided through offering employee share plans to all employees. Further information regarding colleague engagement and how the Directors have engaged with colleagues, including the impact on decision making, is included in the Strategic report. Employee diversity As at 31 December 2023, Just employed 645 males (55%), 536 females (45%) and <1% under other categories. We have increased gender diversity at senior levels (global grade 14+, making up the 13% most senior of Just employees) by three percentage points to 33% and, in 2023, we achieved our target as a signatory to the Women in Finance Charter that 33% of our senior leaders are female. As a signatory to the Race at Work Charter, 19% of our senior leaders are from a Black, Asian and minority ethnic background in line with our commitment to ensuring our workforce is representative of the ethnic composition of the wider UK population. Of the Group Executive Committee and their direct reports, 37% are female and 15% are from a Black, Asian and minority ethnic background.
EMPLOYEES Equal opportunities employment
Just is an equal opportunities employer and has policies in place to ensure decisions on recruitment, development, promotions and other employment-related issues are made solely on the grounds of individual ability, achievement, expertise and conduct. These principles are operated on a non-discriminatory basis, without regard to race, nationality, culture, ethnic origin, religion, belief, gender, sexual orientation, age, disability or any other reason not related to job performance or prohibited by applicable law. We are a Disability Confident Committed employer and our recruitment process ensures we give full and fair consideration to applications made by those who are neurodivergent or have a disability, and any reasonable adjustments are made as required during the recruitment process to ensure all applicants have the same opportunity to demonstrate their skills. If an employee were to become disabled during their employment with the Group, support for continued employment would be provided and workplace adjustments made as appropriate in respect of their duties and working environment. Employee engagement and communication A key priority for Just in 2023 was to harness the power of our highly talented and engaged colleagues to deliver strong business growth, supporting our purpose of helping people achieve a better later life. The combination of our strong purpose and having highly engaged teams working the “Just Way”, is a competitive advantage which will help drive high performance and our growth strategy. We continue to have a well-defined communication and engagement programme in place so that all colleagues understand our organisation’s strategy and goals, and the role they play in achieving them. This includes quarterly town hall business updates led by our leadership team, regular emails to all colleagues, videos and news items on our intranet.
Board and executive management diversity The tables below set out the Group’s data on the gender identity or sex and ethnic diversity of the Board and executive management as at 31 December 2023, the reference date, in accordance with the Listing Rules requirements. Details of the Board’s diversity, equity, inclusion and belonging policy and targets can be found in the Nomination and Governance Committee report.
Percentage of executive management (%)
Percentage of the Board (%)
Number of senior positions on the Board 1
Number in executive management 2
Number of Board members
Gender diversity
4 4 0 0 7 0 1 0 0 0
50 50
3 1 0 0 4 0 0 0 0 0
8 2 0 0 9 0 1 0 0 0
80 20
Men
Women
0 0
0 0
Other categories
Not specified/prefer not to say
Ethnic background White British or other White Mixed/multiple Ethnic Groups
87.5
90
0
0
12.5
10
Asian/Asian British
0 0 0
0 0 0
Black/African/Caribbean/Black British Other ethnic group including Arab
Not specified/prefer not to say
1 Senior positions on the Board, as defined by the Listing Rules, comprise the Group Chair, Senior Independent Director, Group Chief Executive Officer and Group Chief Financial Officer. 2 Executive Management, as defined by the Listing Rules and in line with the Code requirements, comprises members of the Group Executive Committee and the Group Company Secretary. The number of males and females in senior management positions in accordance with the Companies Act 2006 definition (includes executive directors of the Group’s subsidiary undertakings but excludes directors of the parent company) was 10 (83%) and 2 (16.7%) respectively as at 31 December 2023. The Company is committed to building a diverse workforce and inclusive culture, and we collect data to monitor our progress in achieving our diversity targets. The data collected for the purposes of making this disclosure was received from the Directors on a voluntary basis. The data of our Executive Management and wider workforce is captured via the Company’s internal HR system on a voluntary basis. Further information on colleagues, culture and diversity can be found in the Colleagues and culture report.
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