We’re proud to be
B Corp certified
At Octopus Money, we want to hold ourselves to ever higher standards. That’s why we’re very proud that we’re B Corp certified – part of a global community of businesses working to make the world a better place.
Being a B Corp means meeting the highest standards of social and environmental performance, transparency, and accountability—and staying committed long term.
Certification involved rigorous assessment across five areas: People, Planet, Community, Governance, and Customers.
We’ve set clear targets to drive continuous improvement, with goals approved by leadership, reviewed twice a year, and delivered by our working group.
We’ve really started to build engagement across the business. The B Corp framework is helping us cement a stakeholder-led approach where everyone is responsible for the delivery of our commitments, and senior management are 100% bought in.
Matthew Sochor
Sustainability Lead
People
At Octopus, we help people do their best work and enjoy the journey. We foster learning, encourage open feedback, and provide clear career paths, drawing on the wider Octopus Group to share ideas and build skills together.
At Octopus Money, we want everyone to feel they belong and can thrive. Justice, equity, diversity, and inclusion guide how we work and shape our decisions, ensuring fair opportunities for underrepresented groups.
Since becoming a B Corp in 2025, we’ve made real progress, including launching a dedicated DEI team. We share our progress openly and take action to close gaps, giving every voice the chance to be heard. There’s more to do, but we’re proud of how far we’ve come.
2025 Commitments
- 90% completion rate for data points in diversity data
- Use baseline data to set a target on the % of women as people leaders across the teams by Q1 2026
- 80% of staff turning up to at least 1 diversity awareness event
- 40% of staff attend unconscious bias and neurodiversity training
- Launch a sustainable and impactful internship programme
Our progress
- Our diversity survey is still open, and so far around 60% of people have completed it.
- Setting a target is still underway, with a deadline set for the end of 2025.
- This work is still underway. On average, about 30% of staff attend at least one diversity awareness event. We’re also developing a stronger reporting method to track attendance more accurately.
- This work is still in progress, but every manager attended an unconscious bias and neurodiversity training, which is about 20% of our total staff.
- We successfully delivered an impactful internship for four individuals from July – August.
2026 Commitments
- We’re committed to treating all our people fairly. We work with freelancers, so within the next two years we’ll introduce a fair cancellation policy. This will make sure freelancers are paid if work is cancelled for reasons within Octopus Money’s control.
- As part of our hiring process, we publish salaries on all job adverts to keep things transparent, and we’ll continue this as we grow. We also don’t require degrees for roles that don’t need them. Every new joiner receives a clear breakdown of their pay and benefits.
- Over the next three years, our goal is for at least 80% of employees to feel they have meaningful opportunities for growth and development. We’ll track progress through surveys twice a year.
- Alongside our dedicated DEI team, we’ll develop and publish a clear Justice, Equity, Diversity and Inclusion (JEDI) roadmap and framework. By 2027, this will help us train at least half of the business.
Planet
We recognise that climate action is not optional, it’s a responsibility. At Octopus Money, we’re committed to understanding and reducing our impact on the environment, guided by science and ecological thresholds. Sustainability sits at the heart of our business, and we review every part of our operations to find ways to cut our footprint.
2025 Commitments
- We will put measures in place once the Group has validated their targets. Travel is minimal for our employees and we share the same office with Octopus Investments so our energy, waste and water management is all combined. The focus will be on supply chain data collection and engagement.
Our progress
- By the end of 2025, we’ll publish our own Scope 1, 2 and 3 emissions and put plans in place to cut them. Our supply chain checks will dig deeper into emissions, starting with our most material suppliers. This is part of Octopus Group’s near-term SBTi goal to reduce Scope 1 and 2 emissions by 90% by 2030, which is currently under validation.
2026 Commitments
- We’re part of Octopus Group’s commitment to reach net zero by 2040, including their near-term target to cut Scope 1 and 2 emissions by 90% from a 2023 baseline by 2030. From 2025, we’ll measure the footprint of our investments. We’ll also publish our own carbon footprint and reduction plan every year.
Community
We know it takes everyone working together to build an economy that’s fair, inclusive, and better for the planet. We’re committed to doing our part by backing the causes and charities we believe in.
Respecting human rights is central to how we work at Octopus Money, and always will be. We’ve built a culture of accountability and keep working to identify and address risks wherever they appear.
Our work isn’t finished. That’s why we’ve set new targets for the next two years to make an even bigger difference with the charities and causes we support. We’re also setting new goals to go further, making sure the rights of everyone connected to our work are protected.
2025 Commitments
- Launch volunteer/charity initiative aligned to our mission and host at least 1 charity event
Our progress
- We celebrated Black History Month with an event that raised over £1,000 for charity. Over the year, our employees also volunteered 42 hours with partner charities.
2026 Commitments
- We’ll continue supporting charities that are close to our mission. Over the next two years, our goal is for at least half of employees to volunteer one day each year. We’ll also host at least two volunteering or charity events annually.
- We’ll continue supporting Octopus Group’s mentoring programme, helping colleagues grow their careers and strengthening retention. Our goal is for at least 10% of staff to take part, either as a mentor or mentee.
- Over the next two years, we’ll create a public policy on responsible lobbying and continue contributing to external research. Both will support our mission to transform 5 million lives by opening up access to holistic financial advice.
- Our next step is to develop and publish a policy that confirms our commitment to upholding human rights. This will be built into our supplier due diligence process.
- We’ll strengthen our supplier due diligence process by tiering suppliers based on spend and contract length. We’ll set clear standards, such as paying at least a living wage, upholding human rights policies and reporting on carbon emissions. Where standards aren’t met, we’ll put an escalation process in place.
Customers
At Octopus Money, we focus on making choices that benefit our customers, our team and the planet. Since becoming a B Corp, we’re proud of the progress we’ve made, and we’re committed to going further.
We’ve set new goals to deepen our impact and keep our values at the heart of everything we do.
2025 Commitments
- Discuss with ExCo how the business would like to work with freelancers and whether they should be made part time employees.
Our progress
- We’re adding this back to our roadmap for the next two years.
2026 Commitments
- To make sure we communicate clearly and responsibly, we’ll develop a marketing and public relations policy and share it both internally and externally.
- We’ll keep assessing how to make our products as inclusive as possible. That means considering design changes to improve accessibility for different groups and removing any barriers to access.
- We’ll take a clear stance on our model portfolios, giving customers choice and being transparent about their investments. Over the next five years, we’ll also develop a roadmap to reduce our exposure to high-risk industries.
Governance
Staying a B Corp means meeting evolving legal and governance standards, and we see these as the foundation of everything we do. We’re committed to the B Corp legal requirement, which embeds our purpose and stakeholder governance at the highest level of our business.
2025 Commitments
- Improve data analysis and feedback reporting from T&C programmes
- Highest governing body has oversight of the objectives and drives the agenda
Our progress
- Both of these commitments are still in progress and will be presented soon.
2026 Commitments
- Our goal is to build a clear map of all our stakeholders and make sure their views are represented in engagement meetings within the next two years.
- Our Executive team will build B Corp commitments into their objectives.
- They’re accountable for these commitments and will delegate delivery to the Working Group. Progress will be reviewed by the team and the Board twice a year.
Glossary
DEI – ‘Diversity, Equity, and Inclusion’ promotes fair treatment, equal opportunity, and inclusive environments for all people, especially those historically underrepresented.
SBTi – ‘Science Based Targets initiative’, is a global framework that helps companies set and validate greenhouse gas emissions reduction targets in line with climate science to limit global warming to 1.5°C or well below 2°C above pre-industrial levels.
Scope 1-3 – Scope 1 emissions are direct greenhouse gas emissions from owned or controlled sources, Scope 2 are indirect emissions from purchased energy, and Scope 3 includes all other indirect emissions that occur in a company’s value chain.
T&C programmes – ‘Training and Competence Programme’ ensure individuals have the skills and knowledge to perform their roles safely and effectively through ongoing training and assessment.
Octopus Group
Future Generation Report
This is our fifth Future Generations Report, where we celebrate the impact that you, as an Octopus shareholder, investor, employee, or customer, are having on the world.
