Employees
Our employees are our most important asset. We must therefore always strive to make XPS an employer of choice, a place where all our colleagues feel included and where all can thrive in their careers.
That’s why, after consulting our employees, we adopted My XPS, My Choice, a flexible working approach that allows colleagues to have more say on how and where they choose to work; why we attach such great importance to inclusion and diversity initiatives; and why we regularly engage with our employees whether via an anonymous internal feedback channel, our Employee Engagement Group or our annual employee survey.
Our Employee Networks
Our eight Employee Networks play an important role in our culture. Our diversity networks – XPS Women’s Network, XPS LGBTQ+ Network, XPS Menopause Network, XPS Disability Network and XPS Multicultural Network – provide a safe space for employees to have real, honest conversations on work-life experience and highlighting both areas for improvement.
They create supportive environments and help bring people together, with their inclusive programme of events, campaigns and workshops, such as celebrating International Women’s and Men’s Days, Pride Month and Black History Month, our Be Yourself at Work campaign and our workshops on LGBTQ+ Allyship, the importance of self-promotion for women’s careers, menopause awareness and confidence when speaking up.
Our people's voice
90%
of our people think XPS is a great place to work
89%
agree that people from all backgrounds can thrive at XPS
91%
of our people enjoy working with their team
Communication works both ways
Communication works both ways – just as employees must have their voices heard, they also need to be kept informed on corporate developments. Our internal intranet, weekly Co-CEO Friday messages, webinars, email communications and Co-CEO roadshows are all designed to keep colleagues up to date with what’s going on at XPS, including how the Company is performing.
Supporting our people
Our strong performance record is down to our people. To drive the business forward, we not only have to incentivise colleagues, which we do through our bonus schemes and employee share plans, we must also give them the support they need to learn, develop and grow.
Please refer to our Careers pages to find out more about our professional and technical learning and development programmes as well as our graduate and apprentice training schemes.
A culture of belonging
We are committed to a culture of “belonging”, where differences are valued and respected, where all colleagues can be their true selves at work and where we can all contribute towards, and be recognised for, creating the best possible XPS. Our inclusion and diversity strategy, which drives our culture of belonging, focuses on four key areas.
Our culture
Creating an environment of belonging through awareness raising, setting clear expectations, active learning and celebrating difference.
Fair processes
Ensuring decisions are based on merit, and that all colleagues are recognised for their contribution, through fair and unbiased processes and open communication.
Attraction and retention
Sharing our inclusive practices and culture to attract and retain the best talent.
Diversity and inclusion within society
Driving an inclusive culture across society using our influence and participation in industry networks and events, and supporting and developing inclusive and diverse leadership at XPS.
Women in Finance Charter
XPS Group is a signatory to the Women in Finance Charter. When we signed up to the Charter, we committed to improving female representation in senior management and to reporting annually on our progress.
Our previous Charter target was to achieve 37% female representation in senior management by 31 March 2028, using our former senior management definition of Partners and Associated Partners. Under that definition, we have exceeded the target ahead of the deadline. As of 31 March 2026, female representation in our Partner and Associated Partner population was 39%, compared with 38% on 31 March 2025.
For this year’s submission, we are updating the group to which our senior management target applies. Going forward, we will define senior management as ExCo - 1, meaning members of the Executive Committee and their direct reports. This change provides a clearer view of the leadership pipeline into Executive Committee and aligns our reporting more closely with the FTSE Women Leaders approach used in the Charter submission framework.
Our new target is to achieve 45% female representation in the ExCo - 1 senior management population by 31 March 2030. As of 31 March 2026, female representation in this revised population was 35%, compared with 34% on 31 March 2025. Because this is a change in the population to which our target applies, future progress will be monitored against the ExCo - 1 definition.
Over the past year, we have continued to strengthen our focus on gender balance in senior leadership. This has included regular review of senior representation data, recruitment, promotion and succession outcomes, continued support for our employee networks, and investment in development activity including our Women in Leadership apprenticeship programme. In the coming year, we will continue to monitor progress through our gender and inclusion dashboards, with a focus on the actions most likely to strengthen the female leadership pipeline and support sustainable progress towards our new target.
External programmes and accreditations
Other organisations we support and work with include:
Employee wellbeing
As part of our culture of belonging, we offer a wide range of wellbeing and mental health support, including private medical insurance, critical illness and life cover, occupational health, access to counselling and an Employee Assistance Programme. We also have our Mental Health Allies Network, which is comprised of trained volunteers from across the business who promote positive mental health, listen to colleagues who are experiencing mental health issues and provide guidance on accessing appropriate support.
We will continue to listen to our employees to foster our culture of belonging and to promote wellbeing. We know that if we want to set an example for other businesses to follow, we must look after our people and provide a working environment that works for them.
Case study: XPS values in practice
Our annual XPS Values in Practice Programme launched in 2020 and celebrates people and teams who truly embody XPS values.
Case study: Mental Health Allies
We are committed to a culture of "Belonging" at XPS, and that means valuing and respecting our differences, and being there for each other. Our Mental Health Allies help us to do that, a growing group of XPS colleagues who have volunteered to be there to listen to and support others.
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