Anthony Nolan Gender Equality Plan 2026–2030

Current landscape and challenges

Slow progress in STEM:

Despite rising representation, gender parity in mathematics, engineering, and computer science is not projected until 2052.

Patent gap:

Only 3% of patent applications are from all-women teams, while 27% involve mixed-gender teams.

Leadership and power:

Significant inequalities persist in research leadership and decision-making roles.

Societal factors:

The Gender Equality Index UK shows that women continue to bear the brunt of unpaid care work, which can hamper career progression.

Dedicated resources 

Promoting gender equality is a shared responsibility across all of Anthony Nolan. The GEP is supported by current and future initiatives, analysis of activity data, written recommendations, and discussions among staff.

Dedicated EDI leadership

Anthony Nolan has a dedicated full-time Head of Equity, Diversity and Inclusion (EDI), supported by an EDI Manager within the Strategy division. These roles are responsible for leading the organisation’s EDI Strategy and the Gender Equality Plan (GEP), with direct sponsorship from the Chief Strategy Officer to ensure strategic alignment and leadership accountability. The EDI Team collaborates closely with the People Team to embed gender equality across policies, recruitment, and workforce development. 

Inclusion Champion Network:

An established Inclusion Champion Network, with representatives from all divisions, advocates for EDI priorities and supports the GEP by reviewing policies, engaging staff, and identifying improvement areas. Champions receive dedicated monthly time to fulfil their inclusion responsibilities. 

Colleague-led Affinity Networks:

REACH (Race, Ethnicity and Cultural Heritage), OUT (LGBTQIA+), and AND (Accessibility, Neurodiversity and Disability)—offer safe spaces and feedback channels, supported by Senior Leadership Team sponsors. These networks inform organisational learning and ensure diverse perspectives shape the GEP. 

Data collection and monitoring 

Workforce diversity data, including gender data, is regularly collected and analysed to inform decision-making, monitor progress, and identify inequalities. Both quantitative and qualitative sources are used to ensure evidence-based action. Anthony Nolan is required to publish their Gender Pay Gap annually on their website.

Anthony Nolan will also collect and monitor data on: 

• Staff numbers by sex/gender at all levels, by discipline, function (including administrative/support staff), and by contractual relation to the organization. 

• Numbers of women and men in academic and administrative decision-making positions.

• Numbers of female and male candidates applying for distinct job positions.

• Numbers of staff by sex/gender applying for/taking parental leave, for how long, and how many returned after taking the leave.

• Number of absence days taken by women and men and according to absence motive.

• Gender-disaggregated equality data covering various marginalized groups, including people with disabilities, LGBTIQ individuals, and data based on racial or ethnic origin. 

Budget allocations

Alongside dedicated resources for the design and implementation of the GEP, budget is allocated to support the measures outlined in the plan for initiatives aimed at promoting gender equality, such as awareness events and organisational training. 

Awareness-raising and training on gender equality and unconscious bias for staff and decision-makers 

Anthony Nolan recognises that training and awareness-raising are essential to support organisational understanding of gender equality and to address unconscious bias that may influence workplace culture, recruitment, decision-making and career progression.

We will deliver a range of training and learning opportunities to build awareness of gender equality and equip colleagues with the knowledge and skills to contribute to a more inclusive workplace.

Workshops and skills development: 

We will deliver workshops for colleagues across the organisation focused on topics such as unconscious bias, psychological safety within teams and recognising and reducing bias in decision-making. These sessions focus on supporting colleagues to move from awareness to action by applying inclusive behaviours within their roles and teams.

Induction and organisational awareness: 

All new colleagues participate in an organisational induction programme which introduces our commitment to Equity, Diversity and Inclusion and gender equality. This includes an overview of our EDI strategy, key principles such as intersectionality, and the role of our Inclusion Champion Network and colleague Affinity Networks in supporting an inclusive organisational culture. 

Recruitment and decision-maker training:

We will ensure that all hiring managers receive training on unconscious bias and inclusive recruitment practices, including how bias can influence hiring decisions and how to mitigate these risks to ensure fair and inclusive recruitment processes. 

This training supports decision-makers to recognise potential gender bias in recruitment and selection practices and promotes consistent, transparent and equitable hiring processes. 

Organisational learning and e-learning

Anthony Nolan offers an EDI learning series on its internal e-learning platform, featuring modules on gender equality and intersectionality. These cover gender identity, the roots of gender inequality, and biases affecting workplace culture and decision-making. 

These resources aim to support colleagues in developing a deeper understanding of gender equality issues and practical ways to contribute to a more inclusive workplace. 

Awareness and engagement activities:

Anthony Nolan will run annual inclusion and awareness events linked to key diversity dates, such as International Women’s Day, Black History Month, LGBTQIA+ History Month, Pride and South Asian Heritage Month. These events enable colleagues to discuss equity, share experiences and learn about gender-related issues. 

Overall, these training and engagement activities will strengthen organisational awareness and capability to advance gender equality and implement the Gender Equality Plan. 

Equal treatment 

Remuneration and any pay gaps are regularly analysed. Each year, Anthony Nolan publishes its Gender Pay Gap report and updates on gender equity initiatives on its website. 

Work–life balance is supported through our flexible working, family-friendly, and hybrid working policies. We will monitor uptake of existing benefits such as maternity, paternity, carers, and dependants' leave. 

Psychological and physical safety is prioritised, with zero tolerance for bullying or harassment, including gender-based violence. Opportunities for personal growth and career advancement are available for all employees. 

Flexible working

20% of our colleagues now work flexibly, and we continue to encourage family-friendly policies to employees, including offering paid time off for dependents and carers. We continue to be committed to supporting hybrid working roles where it is practical to do so.

Review

The first version of the GEP was approved by management on 30 April 2026. Updates are made regularly as needed. Progress and implementation reports are available on the Anthony Nolan website and updated every two years. 

This Gender Equality Plan is publicly available on the Anthony Nolan website.  It outlines Anthony Nolan’s commitment to advancing gender equality in all its activities and organisational structures.