Equity, Diversity and Inclusion at DBFL
Investors in Diversity Silver
As a Silver Investors in Diversity organisation, DBFL is committed to recognising the value of creating a diverse, inclusive, and affirming workplace, where all employees feel included, valued, respected, and inspired irrespective of their differences.
Silver re-accreditation affirms that the organisation has been benchmarked against other bodies and both maintains the embedding of inclusive practices across the operation and continues to develop and foster a shared sense of fairness and belonging among colleagues.
In a letter to DBFL, Caroline Cummins, Country Director of the Irish Centre for Diversity said “The Investors in Diversity journey and achievement of the standard gives a positive message to all the stakeholders, internal and external, and each person should be congratulated for their input and success of the organisation.”
Inclusivity at DBFL
Inclusivity is one of the 6 Core Values at DBFL. We are diverse, respectful of difference, open-minded and considerate.
This focus on inclusivity ensures that diverse perspectives are embraced, leading to innovative solutions and a stronger, more united team.
At DBFL we strive to ensure every voice is heard, every perspective considered, and every employee is made feel valued and is supported to reach their full potential.
Award Recognition
In 2023, DBFL were thrilled to be recognised at the prestigious National Diversity and Inclusion Awards being nominated in two categories, Outstanding Employee Resource Group and Employee of the Year at the inaugural awards in 2023.
DBFL went on to win the Employee of the Year 2024 at the National Diversity and Inclusion Awards with Christina Haney scooping this prestigious title. Everyone at DBFL was so proud of Christina for this outstanding win, fantastic recognition of her commitment to D&I at DBFL and beyond.
These comments from the judging panel say it all. “Christina excels not only in her profession but also as a dedicated advocate for D&I. She’s a pivotal member of the Diversity and Inclusion Employee Resource Group, driving inclusion both internally and externally across an intersection of domains.”
Inclusion Score
For the first time, the Irish Centre for Diversity (ICD) has published an Inclusion Score for accredited Investors in Diversity organisations. Having surveyed over 130 organisations employing over 120,000 people, ICD were able to provide DBFL with an inclusion score allowing us to benchmark and measure our improvement in the area of Diversity & Inclusion. This Inclusion score was based on the maturity model outcome from staff surveys carried out by DBFL and quantifies the sense of belonging and culture of inclusion within the organisation.
DBFL’s Inclusion Score of 85% represents a 6.6% increase from the 2021 survey results, showing the strength of our position in our own industry and overall. By providing a national average and a sector average score, this gives us valuable insights to track and measure our EDI progress while benchmarking against others.
Backing Gender Equality
DBFL is very proud to be sponsoring the Advancing Gender Equality Award in the NATIONAL DIVERSITY & INCLUSION AWARDS 2025 – Rewarding Ireland’s D&I excellence.
We are delighted to support this award which aligns with one of our core values of Inclusivity. We look forward to celebrating and recognising the achievements of those who champion and foster gender equality in the workplace. Together, let’s continue to build a more inclusive future for all where everyone, can thrive and succeed.
For more information visit: National Diversity and Inclusion Awards – Irish Centre for Diversity
Strategic Goals
DBFL’s Equity, Diversity and Inclusion Steering Committee (EDISC) comprises a group of diverse people who are continually developing and auditing DBFL’s Equity, Diversity, and Inclusion (EDI) policies, practices, and procedures.
The committee has developed and implemented DBFL’s internal diversity and inclusion training programme, and arranges a host of events, newsletters and talks both in DBFL and externally throughout the year. DBFL’s EDI initiatives are customised to meet the specific needs of our staff.
Our strategic goals are centred around three key areas: Workforce Diversity, Workplace Inclusion, and Sustainability. To achieve these objectives, our Equity, Diversity & Inclusion initiatives are guided by five foundational pillars, modelled after the Gold Standard from the Irish Centre for Diversity.
Action Plan
DBFL’s Equity, Diversity, and Inclusion Steering Committee is responsible for developing an annual action plan for EDI initiatives, overseeing their implementation, and regularly reporting progress to senior management and all staff. The committee also conducts regular staff surveys to identify emerging EDI needs and gather feedback on the effectiveness of implemented initiatives, ensuring our approach remains responsive and aligned with the needs of our workforce.
The EDI Steering Committee oversee an annual EDI audit and a 3-yearly review of the policy document.
Gender Pay Gap Report
2024 is the first year of publishing our Gender Pay Gap Report, a significant milestone in our commitment to fostering transparency, equity and inclusivity in our organisation. This report shows our Gender Pay Gap for the 2024 snapshot date June 30th, sets out the general reasons for the gap and provides an overview of the initiatives we will continue to develop to close the gap. DBFL Gender Pay Gap Report.
Our GPG report reflects our commitment to ensuring equal opportunities for all our employees regardless of gender, and in examining our data and sharing our findings, we aim to hold ourselves accountable while building on what we already do to further bridge the gap. This report is a reflection of our progress and a guide for our continued journey towards building a workplace where everyone can succeed.
