Inclusion and diversity measures
We’re committed to building a truly inclusive culture where everyone can thrive. And for our Society to reflect the diversity of the wider communities we serve.
Tracking our progress
We’re using data to see what we’re doing well and where we need to do better. Our measures are tracked and reported to our board and leadership team.
Inclusion means feeling:
- A sense of belonging.
- Valued for who you are and what you do.
- That you’re being treated fairly, with respect and care for your wellbeing.
- Empowered to bring out the best in yourself and in others, whatever your background, identity or circumstances.
It all comes down to behaviour.
In 2021, we introduced inclusion measures to help us understand how inclusive our Society is and to understand how we compare with other organisations.
We’ve also updated our PRIDE values to make our commitment to inclusion and diversity more explicit and to help our people understand the role we all play.
Does the environment around us enable us to be ourselves and thrive?
Are our leaders committed to I&D and do they prioritise it?
|Financial service average||78%||82%|
|High performing organisations across all industries||80%||84%|
|Nationwide score in 2020 / 21||80%||81%|
|Nationwide measures for 2021 / 22||86%||82%|
We cannot ignore the inequity and inequality that exists in wider society or in the workplace. It impacts all of us in one way or another but especially women, those from ethnic minorities, the disabled and people with different sexual orientations.
Our workforce is improving but is not as diverse as it should be yet. Though the reasons are complex, it’s a clear sign that we still have work to do across our Society. That’s why, in 2019, we agreed that our diversity measures would take into account both where our diversity is, at the moment, and where it needs to be if it is to better reflect the communities we serve.
The table shows our current progress in achieving diversity, our measures for the coming year and what we’re aiming for by 2028.
|Diversity group||March 2021||March 2022||Measure for 2021 to 2022||Measure for 2028|
|Gender (females at levels 3-5)||34.3%||34.6%||38.5%||50.0%|
|Ethnicity (levels 3-5)||6.5%||7.1%||7.3%||12.0%|
|Ethnicity (all employees)||11.8%||12.3%||12.2%||15.0%|
|Disability (levels 3-5)||2.2%||4.9%||3.0%||8.0%|
|Disability (all employees)||2.9%||4.8%||4.2%||12.0%|
|LGBTQ+ (levels 3-5)||1.8%||2.1%||2.4%||4.0%|
|LGBTQ+ (all employees)||3.4%||3.6%||3.5%||4.0%|