From expanding our diversity, equity and inclusion efforts to ensuring Clients and employees feel valued, we’re committed to addressing foundational sustainability elements.
Operating ethically, treating our Clients and employees with utmost respect, and acting on critical societal issues are all vital components of maintaining the longevity and resiliency of our business.
Our work is aligned to Sustainable Development Goal #5 Gender Equality.
Advancing diversity, equity and inclusion (DE&I) isn’t accomplished from a standalone initiative. DE&I efforts must be intentional, ongoing and measurable, requiring commitment and engagement at all levels of our organization.
Learn more about how we’re fostering DE&I for Clients, communities and colleagues
Our Clients remain at the centre of everything we do – and providing great experiences is a central part of our promise to them.
Learn more about how we’re making it easier for Clients to do business with us
As technologies advance in the fast-evolving digital ecosystem, so do the nature and scale of cybersecurity threats. We work proactively to anticipate and address tomorrow’s cybersecurity threats and safeguard our Clients’ information.
Recognizing that our people drive our competitive advantage, we strive to uphold a culture where everyone feels comfortable being themselves, confident to speak up and connected to the values and Purpose of Sun Life.
A proactive risk management approach makes our business more resilient and helps us meet our financial commitments to Clients. It protects our competitiveness and long-term sustainability and leads to better societal outcomes.
Learn more about how we’re managing our exposure to environmental, social and governance risks
Instilling confidence in the way we manage our business – and the financial needs of our Clients – is fundamental to our strength, stability and reputation as a global financial organization.
Diversity-related (by 2025)1
In progress – 37% women (FY23)
In progress – 20% (FY23)
In progress – 1.9% (FY23)
Achieved – 5% (FY23)
In progress – 7% in VP+ roles; 6% in AVP and Director roles; 15% in staff roles (FY23)
Achieved – 50% women (Q1'24)
Achieved – 25% of Board members self-identify as members of underrepresented groups (Q1'24)
In progress – Phase 2 complete (FY23)
Off track – 1.4% (FY23)
Supplier diversity leaders across Sun Life continue to progress on identifying opportunities for diverse suppliers. As we progress, we’ve expanded our supplier diversity training and enhanced our program to improve our identification of diverse suppliers across North America.
1 Underrepresented ethnicity data is based on employee voluntary self-identification. 91% of employees surveyed have provided self-identification data. Board representation data based on self-identification.
2 Gender parity is defined as women representation between a range of 47% to 53%. This range accounts for employees who identify as non-binary based on current global averages.
3 Canada: those who voluntarily self-identify as Visible Minorities per the Employment Equity Act; U.S.: those who voluntarily self-identify as People of Color per the Equal Employment Opportunity Commission.
4 U.S. refers to the U.S. Group Benefits, Dental (including DentaQuest) and In-Force management businesses of Sun Life U.S. as reported by Sun Life Financial Group Inc.
5 Individuals who have self-identified as members of the Black, Indigenous, People of Colour, disabled and/or LGBTQ2+ communities
Refer to Sustainability Data Scope.
