Electricity supplier UK Power Networks, mental health and wellbeing service provider Touchstone and water services provider United Utilities have been named as some of the UK’s most inclusive employers for 2024/25.

The Inclusive Top 50 UK Employers report, which is compiled by Inclusive Companies, collates the data submitted by organisations of all sizes that wish to benchmark their equity, diversity and inclusion (EDI) efforts and impact.

UK Power Networks was recognised due to its package of new and existing EDI initiatives, through which it aims to make a demonstrable and tangible positive impact on its employees’ lives. It introduced directorate DI dashboards to provide visibility and identify possible barriers for minority groups, and implemented neurodiversity allies and training for staff on how to better support those with neurodiverse conditions.

UK Power Networks achieved reaccreditation in both the National Equality Standard and Investors in People Platinum over the past year. Along with employee feedback, these influenced its approach to move from equality to equity.

The top 10 inclusive UK employers list for 2024/25 is:

1. UK Power Networks
2. Touchstone
3. Which?
4. United Utilities
5. West Midlands Fire Service
6. Auto Trader UK
7. Financial Services Compensation Scheme
8. The Royal Orthopaedic Hospital NHS Foundation Trust
9. Mitie
10. Inspire North

Paul Sesay, chief executive officer of Inclusive Companies and creator of the Inclusive Top 50 UK Employers report, said: “At a time when the values, aims and practices of EDI are being denounced by some and, as a result, called into question by others, it is more important than ever to stand firm and shout about why seeking equity for all is so important in both business and wider society.

“The report shows the positive impact achieved when diversity and inclusion combine to best effect. But it also highlights the gaps and how diversity for diversity’s sake helps no one and gives those who want to shoot it down all the ammunition they need. These champions of EDI are leading the way and prove beyond doubt that an inclusive employer which treats people fairly and well is set up for success.”

The median pay increase in the private sector fell to 3.5% from 4% in the three months to February 2025, according to Incomes Data Research (IDR).

Its latest pay settlement figures are based on a sample of 75 awards, which covered more than 230,000 employees in predominantly large organisations, between 1 December 2024 and 28 February 2025.

The proportion of private sector pay rises worth 4% or more fell from 52% in January to 45%, which caused the upper quartile of awards to dip to 4.3% from 4.5%. IDR found that this was influenced by changes in private services and manufacturing, with the median pay award at 3.5% in each of these sectors, down from 4% and 3.7% in January, respectively.

The decrease in pay rises has contributed to a lower medianfigureacross the whole economy, falling from 3.5% in January to 3.2% in February, which is lower than the private sector figure of 3.5% in February. This has been influenced by a smaller proportion of higher-end awards worth 4% or more, with 41% of increases at this level, down from 46% in January.

The median pay award in the not-for-profit sector was 3%, with changesin this sector bringing down the median for the wider economy below that of the private sector.

According to IDR, the latest figures show thatthe whole economy median pay awardheld steady at 4% for the last half of 2024. The last time it was at this level was in the three months to February 2022.

Zoe Woolacott, senior pay researcher at IDR, said: “The whole economy median may rise again in April due to the influence of the forthcoming uplift in the national living wage and the uptick in inflation could also play a role. Wage rises tend to lag behind inflation, and so the former may eventually follow the upward trend in the latter, depending on the extent of any rise in inflation.”