People

We aim to be an employer of choice and have been named as a Financial Times Top 500 Employer in the UK for 2026. This recognition considers feedback on workplace culture, inclusion, leadership, development opportunities and the overall colleague experience. To be ranked among organisations across the country and across multiple sectors is something we are very proud of. We believe that our inclusive colleague experience results in greater business performance through an enhanced sense of purpose and belonging.

Our Orange Heroes

Our colleagues are our Orange Heroes and are the driving force behind our business. Their commitment, expertise and passion allow us to deliver complete peace of mind® to our members. To attract and retain the best talent, we run an annual engagement survey, where we take the “pulse” of our colleagues and use their feedback to inform our people strategy. There are also a range of opportunities for employees to regularly engage with leadership to champion an honest and open environment. This people centric mindset delivers a market-leading Glassdoor score of 4.5/5.

Colleague wellbeing

This is a key part of our People strategy and we have identified 6 key pillars – Social, Cultural, Mental, Financial, Environmental and Physical – that guide our initiatives and reflect our holistic approach to wellbeing.

We have over 50 mental health first aiders and all of our leadership team have undertaken mental health training to enable them to better recognise and support mental health concerns. In 2025, we launched conflict resolution training, to help colleagues handle challenging situations in a constructive manner, enhancing overall workplace safety and wellbeing.

Many of our colleagues encounter physically risky situations. Our award-winning Health and Safety team work tirelessly to protect colleagues and members. 2025 saw a renewed focus on leadership, colleague engagement and frontline risk reduction in health and safety with the relaunch of “Be Safe”, the largest safety culture initiative in RAC history, reinforcing safe working for our patrols, Mobile Mechanics and office-based staff.

Our future colleagues

The RAC Academy offers budding mechanics a bright and “Orange” future while helping to address the skills gap in the UK automotive industry, forecast to be a shortfall of over 150,000 by 2031. We partner with selected colleges nationwide to deliver a 27-month programme comprising on-the-job training with support from RAC mentors, alongside college study. 20% of graduate apprentices are female and, in 2026, we’re striving to increase this to improve the gender balance in the automotive industry.

In 2026 we have launched our Mobile Mechanic apprenticeship programme, extending the Academy model in SMR and further strengthening our talent pipeline and long-term technical capacity.

Communities

Internally, we’ve created a series of OneRAC inclusivity networks to ensure all colleagues can be their true selves at work. They share ideas and support each other. Networks include: Neurodiversity & Mental Health, Men’s Health & Wellbeing and Women’s Networks amongst others.

Our “Hive” team’s purpose is to foster a positive, inclusive and engaging workplace across our three sites. They organise events to raise money for our chosen charities, increase awareness of a relevant issue or celebrate cultural awareness days.

The charities we support are selected by our colleagues, often because of their proximity to or personal connections with our sites. In 2025, we supported Birmingham Children's Hospital, The Christie Charity and St. Peter's Hospice.

Gender pay reporting

The RAC is committed to the equal and fair treatment of all colleagues. We welcome the government’s initiative to increase transparency as an opportunity to assess the progress we’re making.

You can find our full results in our 2024 report, prepared in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Reports from 2023, 2022, 2021, 2020, 2019, 2018 and 2017 are also available to download.