Membership Directory - Individual
Oliver Morley
Chief Executive at Pension Protection Fund
About
Bio: Oliver is the Chief Executive of the Pension Protection Fund where he has been in post since 2018. The PPF's duty is to protect and compensate members of defined pension schemes for their pensions if their employer becomes insolvent.
Prior to joining the PPF, Oliver was Chief Executive of the DVLA where he was also the board level Executive Sponsor for the LGBT+ agenda. Prior to this, he led the National Archives and worked at Thomson Reuters, in the technology and shipping industries and in a Corporate Treasury role. Oliver holds an Economics MA from Cambridge University and an MBA from London Business School. In 2017 he was awarded a CBE for his work in Digital Services.
Oliver is a proud LGBT+ ally and has seen the impact that social isolation can have on members of the community. Throughout his career, he has spoken out, supported and advocated for equality from both an internal and external lens. His vision for the PPF is a culture which continues to support and empower all diversity dimensions without exception. Oliver is delighted to recognised in Project 1000 and is passionate about increasing LGBT+ representation across the pensions industry to better support employees and pension members.
Oliver comments: "From a business perspective, it's really important to me that the organisation is welcoming, engaging and interesting for everyone who wants to be a part of it. As well as bringing diversity of thought and ideas, I want everyone to feel comfortable, to be able to be themselves and to speak up without fear of repercussions. We try to make it as easy as possible for our members to deal with us, so I want to make sure that extends to LGBT+ members in every way. I've had LGBT+ friends and relatives since an early age, including older people who were out' when it really wasn't tolerated at all in wider society. In that respect I've always had role models for allyship.
At the PPF, improving diversity and inclusion is one of our strategic priorities. A diverse workforce helps us to deliver great service to the increasingly wide cross-section of people who make up our membership. An inclusive environment which actively challenges groupthink allows us to identify risks and find better ways of doing things. We've made a lot of progress in the last few years, including hitting our target early for female representation at senior levels and becoming a Disability Confident Leader. We're also planning to publish ethnicity representation targets soon. We were proud to be recognised for our Commitment to Diversity at the 2020 IPE Awards. But we have a lot more work to do.
During my time at the National Archives, which does incredible work on diverse histories, I was fortunate to learn more about the experiences of LGBT+ people, immigrants and other underrepresented groups. When I was Chief Executive of the DVLA I championed its LGBT+ network. For me, the possibility of creating a workplace where diversity and inclusion are essential is something that drives me personally."
Prior to joining the PPF, Oliver was Chief Executive of the DVLA where he was also the board level Executive Sponsor for the LGBT+ agenda. Prior to this, he led the National Archives and worked at Thomson Reuters, in the technology and shipping industries and in a Corporate Treasury role. Oliver holds an Economics MA from Cambridge University and an MBA from London Business School. In 2017 he was awarded a CBE for his work in Digital Services.
Oliver is a proud LGBT+ ally and has seen the impact that social isolation can have on members of the community. Throughout his career, he has spoken out, supported and advocated for equality from both an internal and external lens. His vision for the PPF is a culture which continues to support and empower all diversity dimensions without exception. Oliver is delighted to recognised in Project 1000 and is passionate about increasing LGBT+ representation across the pensions industry to better support employees and pension members.
Oliver comments: "From a business perspective, it's really important to me that the organisation is welcoming, engaging and interesting for everyone who wants to be a part of it. As well as bringing diversity of thought and ideas, I want everyone to feel comfortable, to be able to be themselves and to speak up without fear of repercussions. We try to make it as easy as possible for our members to deal with us, so I want to make sure that extends to LGBT+ members in every way. I've had LGBT+ friends and relatives since an early age, including older people who were out' when it really wasn't tolerated at all in wider society. In that respect I've always had role models for allyship.
At the PPF, improving diversity and inclusion is one of our strategic priorities. A diverse workforce helps us to deliver great service to the increasingly wide cross-section of people who make up our membership. An inclusive environment which actively challenges groupthink allows us to identify risks and find better ways of doing things. We've made a lot of progress in the last few years, including hitting our target early for female representation at senior levels and becoming a Disability Confident Leader. We're also planning to publish ethnicity representation targets soon. We were proud to be recognised for our Commitment to Diversity at the 2020 IPE Awards. But we have a lot more work to do.
During my time at the National Archives, which does incredible work on diverse histories, I was fortunate to learn more about the experiences of LGBT+ people, immigrants and other underrepresented groups. When I was Chief Executive of the DVLA I championed its LGBT+ network. For me, the possibility of creating a workplace where diversity and inclusion are essential is something that drives me personally."