Diversity and Inclusion (D&I)

As you’d expect from a Co‑operative, we always 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 a diverse and inclusive 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 D&I Policy, our D&I Strategy and our strong colleague communication plan, we’re actively working towards achieving this. Our membership of external diversity advisory bodies (such as Inclusive Employers and Stonewall) and our enthusiastic colleague diversity networks, Elevate and Proud Together, also help to further develop our commitment to inclusion.


Our people are helping us to lead the D&I charge. This is what they have to say:

During 2016 we’ve achieved a lot

Here are some of the highlights:

  • Agreed a 2016-2018 Bank-wide D&I Strategy
  • Encouraged colleagues to update their diversity demographic data in our HR system
  • Introduced diversity data capture throughout our recruitment processes 
  • Gained a clear overview of the diversity of our current colleague population to help inform our future strategy
  • Refreshed our D&I mandatory training e-learning for colleagues
  • Launched Unconscious Bias e-learning to all colleagues 
  • Weaved diversity and inclusion throughout our people processes
  • Rolled-out Making the Difference work-outs to colleagues across the Bank, with a focus on inclusion
  • Signed the HM Treasury Women in Finance Charter with a clear commitment to increase the number of females in senior roles by 2020
  • Appointed Steven Pickering as our Executive gender sponsor
  • Refreshed our parental, maternity and adoption policy and toolkits to better support colleagues 
  • Continued to support our flourishing colleague network groups
  • Proud Together (gay, lesbian, bi-sexual and transgender LGBT)
  • Elevate (women’s career development)
  • Continued to be a Disability Confident employer (level 2)
  • Forged strong links with the Social Mobility Foundation
  • Established collaborative links with other Manchester employers through ‘Creating Inclusive Cultures’ network to help drive diversity and inclusion across our head office region 

But there’s more still to do in 2017 as we:

  • Continue to focus on increasing the diversity of our workforce and embedding an inclusive culture across the Bank
  • Provide ongoing support to our colleague networks and continue to drive our D&I strategy
  • Launch ‘parental workshops’ for colleagues and line managers to improve colleague experience
  • Roll out ‘building confidence and business acumen’ sessions focused at females but open to all
  • Re-launch our recruitment policy and toolkit to attract more candidates from a diverse background
  • Continue to review and ensure our processes are inclusive
  • Roll-out a Well-being programme across the Bank
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