Our approach to equity, diversity and inclusion
Equity, diversity and inclusion are central to who we are as a purpose‑led organisation. We want every colleague to feel respected, valued and able to be themselves at work — because when people with different backgrounds and experiences come together, we make better decisions and deliver better outcomes.
For us, equity means recognising that people don’t all start from the same place and removing barriers where they exist. Diversity means valuing the unique mix of identities and perspectives each person brings. And inclusion means creating an environment where everyone feels they belong and can use their voice with confidence.
Our aim is simple: to build an inclusive, inspiring workplace that reflects the communities we serve. This is a shared responsibility — and we work with colleagues and leaders across the organisation to keep learning, listening and making progress.
Women in Finance Charter
We signed up to the Women in Finance Charter in 2018, reinforcing our commitment to improving gender diversity, particularly in senior roles.
Our journey so far:
- We first set a target of 33% women on our Board, which we achieved.
- In 2021, we raised the bar to 50% women on the Board and set a wider ambition: 40% of senior management roles held by women by the end of 2025.
Here’s where we stand today:
- 58% of our colleagues are female
- 50% of our Executive Team are women
- 93% of colleagues believe they are treated fairly regardless of gender
- Ranked 12th in Great Place to Work’s UK Best Workplaces for Women 2025 (Super Large Company category)
- Our intern, apprentice, and graduate schemes continue to bring new and diverse talent into the Society
- As of 31 December 2025, women held 35% of senior management roles and 33% of Board roles, compared to 36% senior management and 30% Board roles in 2021
We’ve made strong progress and continue to build momentum. While we didn’t fully reach our 2025 ambition, we’re proud of the steps we’ve taken and remain committed to achieving balance at senior levels.
That’s why we’ve set a new Women in Finance Charter target: 45% of senior management roles across the Group to be held by women by the end of 2030.
Our gender and ethnicity pay reporting
We’re committed to being transparent about our gender and ethnicity pay gaps. Each year, we publish our reports to help us understand where we’re making progress and where we need to go further.
Pay reporting is just one of the ways we monitor our progress on ethnicity, diversity and inclusion and hold ourselves to account.
