Whether you’re expecting, returning to work, a working mum, or just looking for a better work/life balance, you can be sure of support at Capita. Whoever you are, you can be yourself and know you’ll be valued. Your work will make a difference and help to drive our transformation for the future. In return, we’ll support you with flexible working options to help with your learning and development, and give you access to a wealth of opportunities to further your career.

Discover Better. Lady smiling, wearing glasses

About Capita

We support and improve the lives of millions of people, both directly and indirectly, every day. With over 63,000 employees and 400 sites in the UK and around the world, our services cover many different areas of the economy and society. We recognise that we have the opportunity to be a force for good, helping to address global challenges and making a positive contribution to society. We’re committed to being a responsible business in all that we do by creating better outcomes for our people, customers and society as a whole.

Our culture and values

‘We create better outcomes’

This is our purpose and it drives everything we do. For our people, that means providing an inclusive environment where they can thrive and develop. We encourage everyone to bring their ‘whole self’ to work. Every one of us is different, be that how we look, speak, act, or where we come from and we value these differences. So whoever you are and whatever your background, we want you to be yourself. For example, we say you can “dress for your day”, choosing what you wear to work based on your schedule for the day, who you’ll be meeting with and local customs and norms.

Our values are part of everything we do. We call them ‘VOICE’ and they define how we act, how we work with others and what people can expect from us.



We are honest, transparent and respectful. We listen, welcome people’s differences, speak up and share information.


We think about what’s possible, seek ways to learn and challenge each other, and strive to keep improving.


We achieve more when we work together. So we ask for support, solve problems together and trust each other.


We care about doing the best job we can, design with people in mind and take responsibility from start to finish.

Gender Pay Gap

We’re on a journey to transform Capita. We know that a major reason for the imbalance at Capita is the greater number of men than women in senior roles. We need to recruit and develop more women into these roles, both internally and externally. So we’re taking steps to eliminate our Gender Pay gap and investing in activity to improve gender and pay equality.

Where we are:

  • Gender parity – 48% of our global workforce at all levels is female, but this proportion is not yet reflected at the leadership level.
  • Female representation among senior management is at 28%.
  • Female representation on the Board is at 29% and on the Executive Committee it’s 20%.

Capita is a business with gold ambitions


Our leadership team are strongly committed to progressing more of our women into senior leadership positions. We’re part of the 30% Club mentoring scheme and all of our Executive Committee are currently sponsoring high potential women to progress. We’ve also set ourselves the target of having 40% female representation on recruitment shortlists for all senior management positions. As for our Board, we’ve recently appointed two employee directors to provide an employee’s perspective and expertise.

Diversity and Inclusion

While we have a strong commitment to diversity and inclusion, we know there’s still work we can do. We are in the process of developing and supporting more of our employee networks representing all strands of diversity. Currently, we have the women’s network, family network and LGBTQ+ network running across the UK. We also mark a range of events in the calendar to support inclusion, from Black History Month to Pride. We’re part of the 30% Club, offering women’s senior leadership mentoring and we’re members of the Employers Network of Equality and Inclusion, the Business Disability Forum and Business in the Community.

We’re always willing to consider the option of home or flexible working for our employees. Right now, we’re piloting ways of working to extend what we mean by flexible. We want to explore how we support our teams to work differently, so that the focus is on the work they produce rather than on their presence in the office.

Health & Wellbeing

We offer all our employees support with their wellbeing and mental health including access to Employee Assistance Programs and our wellbeing hub, as well as trained Mental Health First Aiders and Wellbeing Champions.

Our benefits

  • Flexible working – part-time, full-time, reduced hours, shift work, flexible shifts, home and remote working options available. For us, work isn’t about where you are, it’s about what you’re doing.
  • Parental leave policy offering shared parental leave and we’re currently reviewing all of our family pay policies including maternity, paternity, shared and carers pay.
  • “Dress for your day” dress code
  • Women’s senior leadership mentoring
  • Buy up to 5 extra days holiday per year
  • Online discounts covering retail, health & wellbeing and leisure
  • Life assurance and partner life assurance
  • Dental insurance
  • Healthcare options including critical illness cover
  • Travel insurance
  • Cycle to work scheme
  • Will writing and Savings ISA
  • Employee share scheme
  • Employee Assistance Programme for wellbeing support



Case Study:

Returning to work

“I was never going to enjoy being a stay at home mum and I realised during both my maternity leaves that I would not be the best parent that I could be if I were to choose this route. During my recent maternity leave I came back early to accept a promotion. My immediate instinct was “No, I can’t do it!” – that was the imposter syndrome in me – but I was encouraged and supported to make it work by my boss who did all he could to make it feel safe for me to step up.

I work a full-time week within 4 days but, don’t get me wrong, I do sometimes end up working on a Friday, my non-working day, but it’s usually when I choose to do it. Our management team are aware and accommodate unless it’s critical.

I’m lucky that I’ve had fantastic bosses who are huge supporters of working mums. On one of the days when I struggled to fit everything in post my return, I remember him telling me that he would rather have me for 4 days a week than someone else for 5 – this really resonated with me. It made me feel valued and this made all the difference to my confidence and performance.

I think like many women my confidence took a hit by being out of the office for so long. I won’t lie, there were a lot of tears during the first month back, especially this time round when I felt out of my depth in my new role. But my attitude was that I had been given a step up and I had to give it a good go because I might not get a chance like this again. You push yourself to go in every day and every day gets a little bit easier.

You get a hell of a lot out of a working Mum – they will often work twice as hard to demonstrate that they are pulling their weight, especially if they work part time. Working Mums are supremely gifted at focusing and getting work done efficiently.”

Liz Brownell, Interim Finance Director of Capita CGS

Liz was interviewed by Helen Cowan, exclusively for The Tall Wall Limited, as part of a series of “Fly on the Wall” interviews with professional working Mums.



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