The end of 2025 also marks the conclusion of PensionsAge’s year-long focus on diversity, equity and inclusion (DEI), which examined how the pensions industry is responding to inequality, representation and inclusion across governance, investment and member outcomes.

The campaign aimed to take a practical look at how DEI is being approached across the sector, highlighting both areas of progress and where challenges remain, amid significant pushback against DEI in the US and in a more volatile political climate.

Kicking off the year, we set out why DEI matters for pensions, exploring the role of inclusive governance, the benefits of diversity of thought in decision-making, and the expectations placed on schemes by regulators and industry bodies.

While awareness of DEI has grown, contributors highlighted that many schemes are still in the early stages of embedding inclusive practices.

February saw the campaign turn to collaboration and industry-led action, as we sat down with the Pensions Equity Group (PEG) to discuss its work tackling pension inequities.

The discussion explored how collective action can help address long-standing issues such as the gender pensions gap, as well as broader inequalities linked to ethnicity, disability and socio-economic background.

Moving into March, attention shifted to how DEI is being incorporated into institutional and investment practices, with insights from Pensions for Purpose.

This explored the gap between DEI commitments and implementation, raising questions around how inclusion is reflected in investment decision-making, stewardship and organisational culture.

As the campaign progressed, PensionsAge took a closer look at specific dimensions of inclusion, beginning with neurodiversity in April.

Coverage examined how a greater understanding of neurodiversity can improve engagement, workplace culture, and decision-making within pensions, and the steps organisations can take to better support neurodivergent individuals.

In May, the focus moved to ethnicity, examining disparities in pension outcomes and representation, and exploring how schemes and employers can better engage with ethnically diverse workforces.

Contributors highlighted the importance of cultural awareness, targeted communication and better data to address unequal outcomes.

June turned the spotlight on LGBTQ+ inclusion, exploring how inclusive workplace cultures, governance practices, and retirement-planning considerations can better support LGBTQ+ pension savers and professionals.

The July/August edition examined disability inclusion, noting that accessibility remains a key challenge for the industry and that removing barriers can improve outcomes for members with disabilities or long-term health conditions.

Returning to cross-cutting themes in September, PensionsAge examined the challenge of measuring DEI progress, with contributors stressing that without meaningful data and accountability, progress risks stalling.

This was followed in October by a further focus on disability and accessibility, reinforcing the need for inclusive design to be embedded from the outset.

As the year drew to a close, November’s coverage reflected on what the industry has learned, revisiting trustee diversity, organisational culture and whether DEI initiatives are translating into long-term change.

December’s feature reflected on the DEI journey over 2025, noting that commitment to the cause has evolved rather than retreated amid a changing global climate.

Throughout the campaign, a consistent message emerged: while the pensions industry increasingly recognises the importance of DEI, progress remains uneven and often incremental.

Industry efforts are growing, but contributors warned that momentum could be lost without sustained focus, clear accountability and leadership buy-in.

While PensionsAge’s DEI focus may have drawn to a close, the conversation it has sparked is far from over.

Take a look at the PensionsAge DEI special focus articles below:

- Why DEI matters for pensions
- Tackling inequality through collaboration
- Embedding DEI into investment practice
- Understanding neurodiversity
- Ethnicity and pension outcomes
- LGBTQ+ inclusion in pensions
- Disability and accessibility
- Measuring progress on DEI
- Accessibility and member engagement
- Reflecting on progress

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