As we start 2026, we’re taking a moment to reflect on the wellbeing, diversity and inclusion initiatives we delivered throughout 2025. Mental and physical health need to be embedded into how people experience work every day, how leaders support their teams, and how we build a culture where people genuinely want to stay and grow.
Throughout 2025, we strengthened our approach to mental health, expanded support for colleagues experiencing menopause, deepened our domestic abuse awareness work, and equipped leaders with the skills to create psychologically safe environments. Each initiative was driven by a clear commitment to act with purpose and foster an inclusive workplace.
Mental health and wellbeing
Last year, we launched a comprehensive mental health strategy to raise awareness at every level of our organisation, to give leaders the confidence to best support their teams. Our Mental Health First Aider (MHFAiders) network continued to grow, with regular peer-support drop-in sessions providing a place for first aiders to reflect on their own wellbeing as they refreshed their skills. We developed a dedicated MHFAider resource hub so that the first aiders could stay connected to their responsibilities. It included tools on inclusive communication and guidance on reducing stigma around asking for help.
During Mental Health Awareness Week in May, we hosted a walk as part of our internal wellbeing programme WellMe. 340 colleagues took part, and we logged an impressive 33,000 miles and 78 million steps. Combining that physical activity with educational resources highlighted the need to maintain physical health to support mental wellbeing.
We delivered videos on topics including Seasonal Affective Disorder and self-care tips, and a suite of bespoke webinars and workshops designed with colleague requests in mind, to deepen understanding on neurodiversity (focusing on ADHD and autism), imposter phenomenon, anxiety, and how to support colleagues experiencing grief.
We also collaborated with multiple organisations to deliver training and resources. With the Samaritans, we developed trauma awareness workshops for colleagues in our transport division, so they can respond to challenging situations with confidence and care. We also partnered with FinWell, the financial wellbeing and literacy provider, to offer colleagues financial health MOTs and host webinars covering all stages of financial life. We also signposted to free trials of GoHenry, the banking service for children, to help them develop healthy financial habits.
Read more about our initiatives in our mental health awareness week blog.
Domestic abuse
In the UK, a woman is killed by a partner or ex-partner every five days. As partners of the Employers’ Initiative on Domestic Abuse and signatories of the Employers’ Domestic Abuse Covenant, we have taken a layered approach to raising awareness and building support systems.
During the year, we ran internal awareness campaigns covering vital topics such as how to use Clare’s Law, how to make a silent 999 call in situations of danger, and where to find support through life-saving resources, including the Strut Safe and BrightSky apps.
We collaborated with trusted external partners such as PeoplePlus and the Domestic Abuse Education Centre to host awareness sessions covering what constitutes domestic abuse, its different forms, how it can manifest in the workplace, and what support is available. We also developed in-house support resources for colleagues and managers, guiding them on how to recognise signs of abuse and how to support someone safely and compassionately.
In November, our Amulet division took a significant step by gaining official accreditation with the White Ribbon campaign, a global movement that encourages men and boys to take action to end violence against women and girls (VAWG). They held events throughout the country, reflecting our commitment to our colleagues, our customers and the communities we serve every day.
This is a difficult and sensitive subject, but our teams across the business have responded with empathy, openness, and a genuine willingness to learn.
Read more about our domestic abuse support structures.
Menopause support
With over 50 per cent of our colleagues being female, and our largest female demographic being 40-45, discussing the natural transition to perimenopause and menopause is hugely important, but still considered a taboo topic to many. Raising awareness of menopause and breaking the stigma surrounding it has been a major priority as we continue our journey toward achieving Menopause Friendly Accreditation with Henpicked.
A key milestone last year was the launch of our Menopause Advocates network. 21 colleagues from across the business took part in train-the-trainer workshops to deepen their knowledge and build the confidence needed to support others. These advocates are now equipped to upskill managers, raise awareness across teams, and champion the importance of creating inclusive spaces where individuals experiencing menopause feel understood and supported.
We have also strengthened our internal resources and awareness by developing clear and practical awareness guides, symptom trackers, and supportive materials designed to help colleagues prepare for conversations with their line manager or GP.
Read more about strengthening our menopause support.
Leadership focus
Leadership is a key driver in building positive workplace cultures and ensuring psychological safety across our teams. This year, our sessions focused on equipping leaders with the knowledge, tools and confidence to create welcoming spaces.
We delivered targeted learning on preventing sexual harassment, supportive leadership and positive wellbeing, to highlight practical strategies for creating resilience, promoting and encouraging open dialogues within teams.
On broader ethical issues like modern slavery and worker exploitation, we raised awareness and helped leaders recognise risks and their safeguarding responsibilities across supply chains. We also partnered with Unseen, a charity that helps organisations understand legislative requirements, to deliver leadership sessions that create foundational awareness on what slavery looks like in our industry.
Our focus in 2026 and beyond
In 2025, our goal was to embed a proactive wellbeing culture across our organisation, to reduce stigma around tough conversations and create a more open, honest, and understanding workplace.
In 2026, we plan to advance these goals. That includes strengthening our mental health strategy, promoting inclusivity in recruitment and enhancing support for colleagues with disabilities. We are developing a disability support framework as more members of the business gain Level 3 Disability Confident Leader accreditation.
Every interaction matters, and our goal is clear. From the first point of contact with a candidate to the experiences we create within our teams, all plays a vital role in making people feel valued and supported.
Learn more about our wellbeing, diversity and inclusion work.