Trusted and responsible business

Trusted and responsible business

From expanding our diversity, equity and inclusion efforts to ensuring Clients and employees feel valued, we’re committed to addressing foundational sustainability elements.

Trusted and responsible business

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.

Trusted and responsible business: Material topics

The fight for true inclusion in our society remains as critical as ever. Racism, discrimination and social inequality are serious, long-standing issues for society, as well as for businesses. 

Learn more about how we’re fostering DE&I for Clients, communities and colleagues

Today’s consumers want fast, convenient and friendly service, and a company that makes them feel valued. They want options that enable them to interact with companies in the most efficient way at any given time. 

Learn more about how we’re making it easier for Clients to do business with us

In the digital age, organizations like Sun Life hold more personal information than ever before. Our Clients trust us with their information. That’s why we see it as critical for Sun Life to take a leadership role to manage their data safely and responsibly. 

Learn more about our data security and privacy programs

As part of our Client Impact strategy, we’re focused on empowering our people and building an inclusive culture. Talent management is about hiring people with the right skills and investing in their development. It’s also about empowering our people to be action-oriented and accountable. 

Learn more about how we’re creating inclusive, sustainable and empowering workplaces where employees can be themselves

Proactively identifying, measuring, managing, monitoring and reporting risk is key to making our business more resilient. A risk management mindset helps us meet our financial commitments to Clients. At the same time, it protects our competitiveness and long-term sustainability.

Learn more about how we’re managing our exposure to environmental, social and governance risks

Good governance and behaviour are essential practices for any sustainable business. They’re especially important for financial services companies like ours. Being well-governed and behaving ethically at all levels of our organization is critical to Sun Life’s reputation. 

Learn more about our corporate governance practices


Diversity-related (by 2025)1

  • Gender parity in Vice-President (VP)+ roles (Global)

    On track – 36% women (FY22)

  • 25% underrepresented ethnicities2 in VP+ roles (North America)

    On track – 19% (FY22)

  • 3.5% Black employees in VP+ roles (Canada)

    On track – 3.3% (FY22)

  • 5% Black employees within student workforce (Canada)

    Achieved – 8% (FY22)

  • 13% Black/African American employees at each level (U.S.)3

    On track – 10% in VP+ roles; 3% in AVP and Director roles; 11% in staff roles (FY22)

  • Balanced gender representation on the Board of Directors

    Achieved – 50% women (Q1’23)

  • 20% to 25% representation by underrepresented groupson our Board of Directors

    Achieved – 25% of Board members self-identify as members of underrepresented groups (Q1’23)

  • Progressive Aboriginal Relations certification (Canada)

    On track – Phase 2 complete (Q1’23)

  • 5% diverse supplier direct spend target in North America

    Off track – 1% (FY22) 

    We are in the process of appointing supplier diversity champions and working groups to identify more opportunities for diverse suppliers. There is a lot of work and opportunity as we progress on our supplier diversity journey.

Our stories of impact

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.

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.

U.S. refers to the U.S. Group Benefits, Dental (excluding DentaQuest) and In-Force management businesses of Sun Life U.S. as reported by Sun Life Financial Group Inc. Data based on voluntary self-identification.

Refer to Sustainability Data Scope.