Diversity and Inclusion
Diversity and inclusion is part of our overall culture – it’s a core part of who we are as a business. We are committed to ensuring this important aspect of our culture is embedded in our processes and practices at every level of the business. We believe diversity in decision-making is a key factor in how we will deliver our strategic objectives for the Society and our members.
We believe that our Society and the members we serve benefit from as rich a talent pool as possible and diversity in all its forms ensures that we make the best decisions to ensure the financial security of our members in times of need.
We’re supporting the Women in Finance Charter –
We continue to believe that the Society and the members we serve benefit from a diverse and inclusive workforce which reflect society as a whole. In particular we consider such diversity results in better decision making and therefore overall business benefit.
When we signed up to the Charter in October 2018 we had 33% female representation in senior management roles. By 31th July 2021 female representation in senior management roles had increased to 57%. We are proud of having maintained such representation and believe this will be maintained over the next 18 months.
We continue to implement our action plan that focuses on realising greater diversity, particularly amongst under-represented groups, through effective recruitment, retention, succession planning, underpinned by strong internal and external communication.
The Accountable Executive for this initiative is:
Simon Owens, Chief Executive Officer
Gender Diversity Targets
When we signed up to the Charter in October 2018 we had 33% female representation in senior management roles. As of 31st July 2020 we have 57% female representation. We believe we are on track to maintain representation above the stated Charter target of 40% by our deadline of 31st December 2022.
In 2020 we included a gender diversity objective for our Executive Directors and all Senior Managers, and a link to variable remuneration from 1st January. This is supported by an action plan that focuses on recruitment, retention, succession planning, underpinned by strong internal and external communication.