Inclusion and diversity
We go the extra mile when it comes to giving a fair chance to all and sharing opportunity with everyone. We just think it’s the right thing to do. And that’s why we’re 100% focused on creating an inclusive and diverse environment where all our colleagues are supported to reach their full potential. This means promoting a working culture that engages the talents, beliefs, backgrounds, capabilities and ways of working of all our unique individuals. And building a sense of belonging in which people genuinely feel valued and respected.
Through our inclusion and diversity strategy, policies and strong colleague communication, we actively work towards achieving this. Our membership of external diversity advisory bodies (such as Inclusive Employers and Stonewall) and our enthusiastic colleague inclusion networks, Elevate, Proud Together and Access, also help to further develop our commitment to inclusion.
Our people are helping us to lead the inclusion and diversity charge. This is what they have to say:
We’ve achieved a lot over the past couple of years...
Here are some of the highlights:
- Refreshed our diversity data capture throughout our recruitment processes and in our annual colleague engagement survey, allowing us to have a true picture of the demographics of our colleagues and focus on how we can increase diversity across our business
- Worked with our diversity networks and Inclusive Employers to introduce an interactive mandatory Inclusion and Diversity elearning module, incorporating unconscious bias
- One of the first Banks to sign up to the HM Treasury Women in Finance Charter with a clear commitment to increase the number of women in senior roles by 2020. Making strong progress currently through a number of initatives
- Refreshed our parental, maternity and adoption policies and toolkits and launched a parental workshops programme to further support colleagues and leaders
- Continued to support our flourishing colleague network groups - Proud Together (LGBT) and Elevate (women’s career development)
- Launched a third inclusion network this year, Access, to support those with disabilities, long-term health conditions, mental health conditions and caring responsibilities
- Continued to be a Disability Confident employer (level 2)
- Strengthened our relationship with the Social Mobility Foundation by hosting work experience and ‘taster days’ for SMFc students as well as taking part in the e-mentoring programme
- Implemented a career confidence programme for 300 colleagues across our Bank, aimed at women but open to all. Business acumen and mentoring included as part of the programme
- Relaunched our recruitment policy and toolkit to attract more candidates from a diverse background
- Rolled out a wellbeing programme across the Bank
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