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We aren’t just ‘employees’. We’re cake bakers, footballers and gamers. Some of us are mums, some of us are dads, some of us are carers or guardians.

Our differences bring us together

You’re a unique personality, with a unique background. At Nationwide we embrace that difference.

It’s what brings us together. And helps us better support the communities we work in.

It's why there isn't one, simple way to handle inclusion and diversity

Whilst we’re proud of the progress we’ve made we know there’s more to do. So, we’re not going to sit back and rest on our laurels.

We’ll continue to do the right thing in the right way.


Our inclusion and diversity mission

Our mission is to build an inclusive culture where everyone can thrive, and for our society to reflect the diversity of the wider communities we serve.

We all flourish when we are allowed to be ourselves

People are placing more value on careers that offer a diversity of experience, meaning and purpose. They want to be true to themselves in the workplace.

We want that for them too. Because we know it doesn’t just make for a happier more fulfilling workplace. It increases innovation, drives better decision making and boosts performance.

And that means we can do our best by our members. This is why we’re making sure that inclusion and diversity is at the heart of what and how we do things at Nationwide.


Commitment from the top down

Real change in inclusion and diversity demands a different approach. It requires leadership to commit to plans. And to be accountable for delivering them.

Each of our business areas have Inclusion Partners with their own inclusion and diversity plans. The plans are guided by our strategy, driven by leadership and shaped by their people.

Our plans include:

Increasing diversity

Our Legal and Secretariat community support Aspiring Solicitors. They share our commitment to greater diversity in the legal profession.

Aspiring Solicitors (opens in a new window)

Developing future leaders

Our branch network has partnered with Ivy House. They support the career development and aspirations of talented women and people from ethnic backgrounds.

Ivy House (opens in a new window)

Recruiting for the future

Our technology team works with the Black Young Professionals Network. They help talented black professionals take their careers to the next level.

Black Young Professionals network (opens in a new window)

Committing to gender equality

Our Chief Executive, Joe Garner, and Chairman, David Roberts, have pledged their commitment to female progression. We’re also members of the 30% Club, a cross-organisational mentoring scheme supporting female development.

30% Club (opens in a new window)


Improving the experiences of our people

When it comes to being more inclusive, our people know what’s working and where we have challenges. So, they're helping make our workplace the best it can be.

Becoming an even more family-friendly organisation

We’ve made a number of policy changes based on feedback from our teams. Much of it has been around helping our people feel able to do what’s right for them.

For example, we’ve increased paternity leave to six weeks paid leave. And our premature baby policy gives extra support to parents who have babies before the 37th week of pregnancy.

This lets them focus on their families, without the worry of returning to work too soon.

Sponsoring talented employees

We’ve designed a programme that matches talented people, especially those from minority groups, to leaders who will support their development.

Learning materials to create a truly inclusive Society

These help our people better understand inclusion and diversity in a human and meaningful way.


Real change, led by our people

We’re creating an environment where we can bring our true selves to work. No matter what our differences may be.

We know the power our people can bring to inclusion and diversity. So we encourage them to share ideas and experiences. And to engage others in doing their bit for our Society.

We have eight employee networks at Nationwide:

  • gender
  • ethnicity
  • disability
  • LGBTQ+
  • working families
  • working carers
  • faith and belief
  • veterans and reservists.

With help from our employee networks, we’ve introduced:

  • Gender neutral toilets.
  • Passports for carers and those with a disability to share with managers to ensure they get the right support.
  • Mentoring circles for people from ethnic minorities.
  • Quiet spaces where people can reflect and have a moment to themselves.

We’re very proud to support our LGBTQ+ employees and members. We participate in Pride parades and have sponsored our hometown Swindon Pride.


A focus on ethnicity

At Nationwide we’re supporting development and career opportunities for employees who are ethnically diverse. We believe reflecting the diversity of the wider communities we serve helps us better support our members.

Our commitment to breaking down barriers was clear when we became one of the first organisations to sign the government’s Race At Work charter.


Using data to guide us

Creating a truly inclusive culture demands total transparency. We need to be clear about what we’re doing well and, equally important, what needs improving.

So, we analyse our diversity data, to highlight actions that will make a real difference.

For example we have:

  • Improved how we capture diversity data. So we better understand who’s applying for roles.
  • Introduced a gender language neutraliser. It’s reduced masculine language in job adverts. More women now apply for roles in traditionally male-dominated fields.
  • Added social mobility questions in employee satisfaction surveys. This highlights socio-economic diversity. Now, everyone has opportunities regardless of background.
  • Used data to improve our recruitment, talent and development and performance management processes.