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Driving inclusion together for a better world

We embrace our differences knowing they make us stronger and help better reflect the needs of our customers and communities. This means creating and sustaining an inclusive culture where everyone feels they belong.

Our approach encompasses diversity in its broadest sense, from gender, sexuality and race, to social, educational and professional backgrounds, disability, religion, age, learning styles and personalities.

We believe that having varied perspectives promotes understanding and helps generate innovative ideas to solve the complex problems of a diverse and fast-changing world.

Our ambition

  • We celebrate diversity in all forms , creating a culture where everyone feels a sense of belonging and our people are able to bring their true selves to work and be their very best
  • All Bupa leaders play an active part visibly role modelling inclusive leadership, building diverse teams and creating safe environments in which our people can develop and grow
  • Our teams should be reflective of the customers and communities we serve , mirroring the diversity of culture and heritage in our markets.

We lead our Inclusion & Diversity agenda through our global Inclusion Framework, which is focused on embedding inclusion into our culture.

On an annual basis we align both global and local goals to our three foundational elements: creating an Inclusive Culture , with Inclusive Leadership and Inclusive Practices .

We will achieve our ambition to be the most customer-centric healthcare company in the world because our people differentiate us.

Inclusive culture

By fostering an inclusive culture, we create greater diversity among our workforce, which inspires innovation and creates products, services and frictionless experiences for our customers.

We are clear that no one should be excluded because of their age, disability, gender, race, religion or belief, sexual orientation, marriage, pregnancy, and maternity, or other factors such as social background.

We recognise the importance of having an open dialogue with our people and we actively listen to questions, concerns, and ideas to foster an inclusive culture.

Through living our values, brave, caring, and responsible, we create an environment of psychological safety so our people have a voice, feel valued, and can be their true selves.

Inclusive Culture in action

In Europe and Latin America, Fundación Sanitas made Madrid the world capital of inclusion with the celebration of the first ever Inclusive Games. The Higher Sports Council and the Spanish Olympic and Paralympic Committees brought together more than 170 Spanish Olympians and Paralympians who competed to raise awareness of sport and equality.

In the UK, we have been driving an Inclusive culture through campaigns like #BreaktheBias or Race Equality Week that explore topics such as gender, age, sexuality, faith, ethnicity, family and caring, helping to amplify the topic of inclusion and raising awareness.

Inclusive leadership

We expect leaders to role-model and champion diversity and have explicitly built this into our leadership imperatives - the standards we hire leaders for, develop them to, and assess their performance against.

We encourage leaders to create and enable high-performing teams from diverse backgrounds and have mechanisms in place to support this from talent acquisition to succession planning to mentoring.

We recognise the need to continue to build a strong pipeline of female leaders, so we ensure leadership development is gender-balanced to support this aim.

We believe in women empowering other women with mentoring and sponsorship programs in place to support women in their leadership journey.

Inclusive Leadership in action

In the UK, the ‘Bupa Belong’ program enables our leaders to manage inclusively and create a workplace where our people can be their whole selves.

In Bupa Arabia, we’ve been working with universities to promote female leadership in the workplace. Bupa Arabia have been inviting students to Bupa Arabia’s headquarters to meet senior female leaders who shared their stories and provided coaching on topics such as personal branding.

Inclusive practices

We ensure we have fair hiring methods that eliminate any potential for bias.

We have policies and hybrid working to support our people to balance additional responsibilities and have a work-life balance they can thrive on.

We have programmes that bring in early career talent.

We measure our progress and use data to support our drive.

Inclusive Practices in action

In Bupa Australia, we have made strong commitments to support indigenous employment, both under the Reconciliation Action Plan and obligations within government contracts. In 2021 Bupa Australia changed their cultural leave policy providing additional paid cultural leave days for First Nations employees, in addition to providing cultural awareness training to all leaders and career trackers internships.

  • Inclusive culture

    By fostering an inclusive culture, we create greater diversity among our workforce, which inspires innovation and creates products, services and frictionless experiences for our customers.

    We are clear that no one should be excluded because of their age, disability, gender, race, religion or belief, sexual orientation, marriage, pregnancy, and maternity, or other factors such as social background.

    We recognise the importance of having an open dialogue with our people and we actively listen to questions, concerns, and ideas to foster an inclusive culture.

    Through living our values, brave, caring, and responsible, we create an environment of psychological safety so our people have a voice, feel valued, and can be their true selves.

    Inclusive Culture in action

    In Europe and Latin America, Fundación Sanitas made Madrid the world capital of inclusion with the celebration of the first ever Inclusive Games. The Higher Sports Council and the Spanish Olympic and Paralympic Committees brought together more than 170 Spanish Olympians and Paralympians who competed to raise awareness of sport and equality.

    In the UK, we have been driving an Inclusive culture through campaigns like #BreaktheBias or Race Equality Week that explore topics such as gender, age, sexuality, faith, ethnicity, family and caring, helping to amplify the topic of inclusion and raising awareness.

  • Inclusive leadership

    We expect leaders to role-model and champion diversity and have explicitly built this into our leadership imperatives - the standards we hire leaders for, develop them to, and assess their performance against.

    We encourage leaders to create and enable high-performing teams from diverse backgrounds and have mechanisms in place to support this from talent acquisition to succession planning to mentoring.

    We recognise the need to continue to build a strong pipeline of female leaders, so we ensure leadership development is gender-balanced to support this aim.

    We believe in women empowering other women with mentoring and sponsorship programs in place to support women in their leadership journey.

    Inclusive Leadership in action

    In the UK, the ‘Bupa Belong’ program enables our leaders to manage inclusively and create a workplace where our people can be their whole selves.

    In Bupa Arabia, we’ve been working with universities to promote female leadership in the workplace. Bupa Arabia have been inviting students to Bupa Arabia’s headquarters to meet senior female leaders who shared their stories and provided coaching on topics such as personal branding.

  • Inclusive practices

    We ensure we have fair hiring methods that eliminate any potential for bias.

    We have policies and hybrid working to support our people to balance additional responsibilities and have a work-life balance they can thrive on.

    We have programmes that bring in early career talent.

    We measure our progress and use data to support our drive.

    Inclusive Practices in action

    In Bupa Australia, we have made strong commitments to support indigenous employment, both under the Reconciliation Action Plan and obligations within government contracts. In 2021 Bupa Australia changed their cultural leave policy providing additional paid cultural leave days for First Nations employees, in addition to providing cultural awareness training to all leaders and career trackers internships.

Bupa’s commitment to diversity in representation

As well as our own commitments to increasing representation of under-represented groups, we are signatories and members of organisations that help ensure that we are ambitious in our approach to inclusion and diversity.

They include the Women in Finance Charter which we signed in 2018 to improve gender balance. Our latest published update is here .

Our UK Gender Pay Gap report outlines our performance and progress in increasing gender balance across all levels of the business with updates on the steps we’re taking.

The Board also has a Board Diversity Policy which was last updated on 9 December 2020 and is published here .

UK Gender Pay Gap Report

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Gender Pay Report
UK Gender Pay Gap Report
Gender Pay Report

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Women in Finance Charter

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Picture of women in finance charter
Women in Finance Charter
Picture of women in finance charter

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