We strive to ensure that all of our customers and staff feel valued and included. Accordingly, we closely monitor our staff gender balance and focus on ways in which we can adapt our recruitment, training, benefits and employee support mechanisms to help us achieve our aim of increasing female representation at senior management level.
In June 2017, we became a signatory to the Women in Finance Charter, a government-led initiative designed to encourage gender balance across the financial services sector.
By signing up to the Charter, firms:
At the end of 2020, 37.1% of our senior managers are female, this is a huge improvement from when we signed the Charter in June 2017, when this was only 28%.
We have enhanced our maternity, paternity and shared parental leave pay policies, and refined our maternity buddy scheme.
In 2019 we joined the 30% Club’s mentoring programme and much has been gained by the 24 members of our senior management who took part, either as mentors or mentees.
Our annual leadership development programme continues to offer our pipeline of female senior managers the opportunity to develop.
Working with the Investment Association and its IA20/20 programme, we spread the word about the range of careers available to all in financial services.
We have been training managers in interview techniques designed to reduce the likelihood of unconscious bias by managers who recruit ‘in their own image’.
The aim of gender pay gap reporting helps organisations understand the size and causes of their pay difference between men and women in their organisation and identify any issues that may need to be addressed
Key initiatives from our 2020 report