People

We aim to be an employer of choice. We provide an inclusive colleague experience resulting in greater business performance through an enhanced sense of purpose and belonging. “People” also includes the local communities we work with and our stakeholders.

Our Orange Heroes

Our colleagues are our Orange Heroes. Their passion and energy allow us to provide the best possible service to our members, every day of the year. 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. 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. 

For example, in 2024, 85% of our leadership team undertook 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 Health and Safety team work tirelessly to protect colleagues and members. In 2024, they received a merit from British Safety and were named Health and Safety Team of the Year by Business Awards UK.

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 to deliver a 27-month programme comprising on-the-job training with support from RAC mentors, alongside college study. In 2024, 20% of apprentices on the programme were female and we’re striving to increase this to improve the gender balance in the automotive industry.

We continue to support the Prince’s Trust “Get Into” programme from our office in Salford Quays.  This 3-week work experience programme offers young people an opportunity to gain essential interview experience as well as CV writing, team development, communication and self-awareness skills.  60% of our 2024 intake took up an offer of employment at the end of their programme.

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, for example our Neurodiversity and Women’s Networks.

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’re supporting 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.