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Women in finance

We’re building a culture where everyone is valued and rewarded fairly.

Creating an ever more inclusive and diverse workplace. 

We are committed to creating an ever more inclusive and diverse workplace. This includes fairer gender representation across all of our organisation.

Here, we'll explain how we are doing it and what we’ve achieved.

Our Measure

Women currently represent 61.7% of the workforce at Nationwide. However, we know this reduces at more senior levels.

That’s why our Inclusion Strategy (2015-2020) includes increasing the percentage of women in senior leadership roles by 31 December 2020.

To make sure we’re on track, we check progress regularly and report directly to our:

  • Action Group (which reports to the Executive and Nominations Governance Committee) twice a year
  • Board every year

Our Progress

When we signed up to the Charter in 2016, we had 32.55% female representation. As of 31st August 2020, we have 34.50% female representation in senior management. We are currently:

  • Above target for female representation in our Executive Committee population (and already above our December 2020 target)
  • Above target for female representation at our Level 5. (and already above our December 2020 target)
  • Below target for female representation in our level 4
  • Slightly below target for female representation at level 3 Senior executive
  • Slightly below target for female representation in our Level 3 population, which has decreased slightly since 2019.

We acknowledge that we still have work to do to reach our gender measures. Our focus is on accelerating and amplifying delivery This means taking bolder, more targeted action to ensure that inclusion and diversity is truly embedded in what we do and how we do it. Focusing on actions that have a positive and tangible impact short, medium and long terms. Our Inclusion and diversity page highlights the activities we are taking to make progress.

Our job levels 3 and above cover our senior management and executive populations, with those in level 4 and 5 typically being at reporting level ExCo minus 1 or 2.

The chart shows society wide targets for executives and senior managers.

These tables show society wide targets for executives and senior managers

Gender targets for Nationwide at Board level - August 2020
Society gender targets and progression (August 2020) Target 2020 Current Actual - Aug 2020
Board 33% total population 36.4%
Executive Comittee 33% total population 50%
Total 33% total population 43.5%
Table showing gender targets and progression at Board and Executive Committee level.
Gender targets at levels 3-5 - August 2020
Society gender targets and progression (August 2020) Target 2020 Current Actual - Aug 2020
Level 5 33% 47.6%
Level 4 35% 22.1%
Level 3 (Senior Manager) 35% 32.2%
Level 3 40% 36.2%
Table showing gender targets and progression at levels three to five.
(Nb. All figures rounded up or down). (Source: Nationwide August 2020 HR People Metrics)

Senior level support

A member of our Executive Committee, Paul Riseborough is Nationwide's executive sponsor for gender.

We’re proud to be part of the Women in Finance Charter

By signing up to it, financial service organisations commit to supporting the progression of women into senior roles.

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