Diversity, Equity and Inclusion

Our people are at the heart of what we do. We know that our colleagues thrive when they feel valued for their unique potential. They can prosper and do what they do best; look after our customers.

Our RSA colleagues - a collage photo of employees from across the business on International Womens Day 2023
International Women’s Day 2023 – our employees embracing equity

Our UK DE&I strategy

Between 2023 and 2026, our ambition is to lead in our sector, and outperform by 2030.


We want diversity represented at all levels of our business. We'll do this by honouring our external DE&I charter commitments.

Our 2026 target:

  • Our employee base reflects society across diverse characteristics, such as gender, race and disability
  • To have 80% of our business sharing their diversity data with us
  • Equal gender representation across our management team

Inclusive culture

An environment in which all employees feel a sense of belonging.

Our 2026 target:

  • To have more than 80% of all employees report a sense of belonging
  • To have our DE&I goals adopted, analysed and improved by the business
  • To be recognised by our charter partners as leaders within our sector


Our policies and practices are fair and impartial for all.

Our 2026 target:

  • To have reduced gender-specific pay gaps (at less than 17%)
  • To look at all our processes and policies with a DE&I viewpoint, and update where necessary


Our leaders and employees are confident and capable of engaging with DE&I topics.

Our 2026 target:

  • To have our DE&I plans and aims communicated to all employees, with yearly reviews on how we're tracking against our goals
  • To have all new-joiners experience an introduction to DE&I within RSA

Employee experience

Inclusive experiences at every stage of the employee journey, from new-starters to leadership teams.

Our 2026 target:

  • To keep track of and communicate our DE&I performance progress across all employee levels


Inclusive products and services that meet the needs of diverse customers.

Our 2026 target:

  • To update our computer systems, products and policies so they're gender inclusive, including gender-neutral title options
  • To have a diverse range of external suppliers who we work with

Employee resource groups (ERGs)

RSA employees can join one of our 6 employee resource groups (ERGs) alongside their daily role. You can help to improve our policies and processes. And you’ll have an impact on colleagues across the business.

RSA Balance

Balance are dedicated to driving and sustaining gender balance at all levels of the business. By achieving this, we can better represent and serve our customers.

Our main focus and aims:

  • To make changes where needed in support of gender balance (for example, within teams or updating our policies)
  • Create and promote awareness of gender-related topics
  • Grow and maintain a network of male allies to add a varied perspective

RSA Families

Families' main focus is to support our employees that are parents and carers, ensuring they can thrive both at home and work.

Our main focus and aims:

  • Offering our employees a fulfilling work-life balance
  • Tackling stereotypes
  • Offering our employees support with caring responsibilities
  • Continue to update our policies in line with what our parent and carer employees need


Championing an inclusive environment for colleagues from Black, Asian and Ethnic minorities.

Our main focus and aims:

  • Raise awareness and educate our colleagues about the value of ethnicity in the workplace
  • Prevent and remove unfair discrimination, harassment and victimisation
  • To ensure support and commitment are role modelled at the top of the business, and filtered down to our employees
  • Encourage all of our people to be confident and comfortable with having conversations around Race and Ethnicity
  • Increasing awareness of ethnic festivals and religious days
  • Support local charities in the UK which champion people of Black, Asian and Ethnic minorities

RSA Armed Forces

Supporting employees within the Armed Forces community.

Our main focus and aims:

  • Remain an Armed Forces friendly employer, providing ongoing guidance and policies for families, partners, veterans, and those serving
  • To achieve 'Gold' status within the Armed Forces Covenant (we currently have Silver status)
  • Continue to establish recruitment links for those leaving the forces and searching for a career in insurance
  • Promote our company's military heritage

RSA Ability

Creating an inclusive environment for our colleagues with seen and unseen disabilities.

Our main focus and aims:

  • Continue to focus on accessibility, mental health and wellbeing in our policies, workplaces and within our employees' roles
  • Ensure our employees have the right access to support and workplace adjustments where needed
  • As a company, be Neurodiversity Ambassadors and GAIN Industry Transformers

RSA Building Pride

Shaping an inclusive, safe and confidential workplace environment for our LGBTQ+ colleagues and allies.

Our main focus and aims:

  • To drive and sustain an equitable workplace, enabling our LGBTQ+ employees to be their whole selves
  • Monitor the effectiveness and impact of equality policies from an LGBTQ+ perspective
  • Identify ways of challenging discrimination and stereotyping
  • Represent RSA at community events such as Pride marches

  • Celebrate and promote the successes of our LGBTQ+ employees
  • Support our LGBTQ+ employees' intersectional identities

DE&I logos for our commitments, including GAIN, Armed Forces Covenant (Silver award), Business Disability Forum member, Stonewall Diversity Champion, Women in Finance Charter, Employers' Initiative on Domestic Abuse, and Race at Work Charter

Our commitments

To continue reaching for our goals in 2026 and 2030, we are committed to:

  • Having a higher representation of women in senior management, through the Women in Finance Charter
  • Tackling ethnic discrimination in the workplace within the Race at Work Charter
  • Advocating for disability inclusion through our Valuable 500 and Disability Confident Employer pledges
  • Taking action on domestic abuse as part of the Employers Initiative on Domestic Abuse
  • Recognising the contributions that Service personnel, reservists, veterans and military families make through our Armed Forces Covenant pledges.
sun fire plaque

Our history

Our rich and fascinating history dates back three centuries. Our extensive records, now stored in underground archives, have also made RSA a key witness to major historical events.
Explore our history