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 leadership team and the Board.
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.
We introduced inclusion measures in 2021, with measures to reach by 2028. We’re starting with two measures that we’re able to benchmark against other organisations, to help us understand how we’re doing in comparison.
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||86%||77%|
|Nationwide target 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 not as diverse as it should be. 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 2020||March 2021||Measure for 2021 / 22||Measure for 2028|
|Gender (females at levels 3-5)||34.7%||34.3%||38.5%||50.0%|
|Ethnicity (levels 3-5)||5.5%||6.5%||7.3%||12.0%|
|Ethnicity (all employees)||10.8%||11.8%||12.2%||15.0%|
|Disability (levels 3-5)||1.9%||2.2%||3.0%||8.0%|
|Disability (all employees)||2.7%||2.9%||4.2%||12.0%|
|LGBTQ+ (levels 3-5)||1.8%||1.8%||2.4%||4.0%|
|LGBTQ+ (all employees)||3.3%||3.4%||3.5%||4.0%|