We’re committed to being an inclusive employer. Here are some of the areas we’re proud to celebrate and to see grow and develop.
D&I Strategy 2020-2025
For the first time, we’ve launched a five-year Diversity & Inclusion (D&I) strategy that outlines our long-term goals and challenges, and celebrates our successes. We’ll continue to embed diversity and inclusion across all layers of the organisation. We celebrate diversity in all forms through the multiple events and discussion groups that take place on a regular basis.
In February 2018 we signed HM Treasury’s Women in Finance Charter, a commitment to improving gender balance across the financial services sector, at every level.
Our goal was that 40% of senior managers are women by 2021. As of August 2020, we have surpassed this target for a second year running with 42.4% female representation in senior management. We are extremely proud to have achieved our target early.
We still don’t have enough women in senior roles, but we’re focusing on growing our own pipeline of talent to address this. We hope to achieve 45% of women in senior management positions by 2023.
One of the ways we’re nurturing future leaders is through our two networks for women. Empowering Women and Inspiring Women aim to support women at different career stages.
We have an employee-led Race Action Group which is a safe space for everyone to share their perspectives, insights and proposals for a more inclusive organisation.
On 1 December 2019, we became an official signatory of the Business in the Community Race at Work Charter. Signing up to the Charter shows our commitment to tackling barriers that ethnic minorities face in the workplace, and working to improve and create a representative society.
The Charter is based on five calls to action:
- Appoint an executive sponsor for race – Dana Grey, Director of Legal and Compliance & Ethics and Chair of the Diversity and Inclusion Sponsorship Group
- Capture ethnicity data and publicise progress
- Commit at board level to a zero tolerance of harassment and bullying
- Make clear that supporting equality in the workplace is the responsibility of all leaders and managers
- Take action that supports ethnic minority career progression
Our latest ethnicity targets will increase ethnic minority representation by December 2023. We've set a target of 25 per cent within senior management roles, and 30 per cent across the organisation.
In October 2020 we became a Disability Confident Leader. This is a step up from Disability Confident Employer, which we had previously attained, and the highest level of accreditation.
We're proud to be part of the Disability Confident Scheme that recognises our success in employing and retaining disabled people and those with health conditions.
Our commitment under the scheme is to build upon the support we provide for these candidates and employees.
In December 2020, we were also awarded an Investment & Pensions Real Estate Award for our Commitment to Diversity.
Sexual orientation and gender identity
Our Kaleidoscope group looks at diversity and inclusion issues through an LGBTQ+ lens. The network is committed to making us a great place to work for LGBTQ+ employees and a business where LGBTQ+ members feel acknowledged and understood.
Kaleidoscope is also working to build our reputation within our local community as an LGBTQ-inclusive employer.
Religion and belief
We’ve encouraged the creation of networking groups that help connect our employees with others who share their faith. We also have plans for a quiet reflection room that can be used for various things including prayer.
We encourage allies around the organisation to engage with and learn about the various groups we support.
Over the last two years we've celebrated a series of successes including being named Apprentice Employer of the Year at the Croydon Business Excellence Awards in 2019 and consistently meeting our targets for taking on apprentices.