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Culture and diversity

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Our culture

Our inclusive culture helps us attract, welcome, celebrate, retain and develop fantastic people. Our culture encourages our colleagues to bring the best they have when helping our customers and supporting each other at work.

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Our networks

We have a number of colleague-led groups, including Women on Work (WOW), Mpride for our LGBT+ colleagues and our most recent group, Mbrace, for our black, Asian and minority ethnic (BAME) community. All groups are open to all colleagues, regardless of race, gender or sexual orientation.

We reflect our communities

We recruit colleagues from the communities where our stores and teams are based. This is good for employment within those local communities and for our customers, who can speak with someone who knows their area.

Make-up of Metro Bank colleagues

Communities 2020

As at 31 December 2019

Gender diversity at every level


As at 31 December 2019

*Executive Leadership Team is defined as all direct reports to the CEO excluding support roles. It does not include Executive Directors

**Senior managers are defined as those in a senior management position who report directly to a member of the Executive Leadership Team

Our 2019 gender pay gap report

Like many organisations, we have a gender pay gap and gender bonus gap. We are committed to reducing the gap, wherever possible, by encouraging and supporting more fantastic women into senior jobs at Metro Bank.

See the last two year’s gender pay gap data

How big is our gender pay gap?


As at 5 April 2019

Why do we have a gender pay gap?

Our gender pay gap is caused by the higher proportion of men in more senior roles. We have a range of initiatives focused on encouraging and supporting talented women into leadership and specialist jobs. From our female networking group, mentoring programmes, leadership training and providing diverse candidate lists to hiring managers, to publishing minimum salaries in our job adverts and flexible working arrangements including 14 weeks fully paid parental leave for new parents, regardless of gender.

Very importantly, we have examined the salaries for all jobs across the bank with more than ten colleagues. This has confirmed that we pay our colleagues doing the same role equitably, regardless of gender. 

Proportion of female and male colleagues by pay quartile

The charts below show the gender distribution and pay gap at Metro Bank across the four pay quartiles:


As at 5 April 2019

Proportion of female and male colleagues who received a bonus

In 2019, 80.8% of females received a bonus, versus 79.6% of males:

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As at 5 April 2019

I can confirm the data reported is accurate.

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Jeremy Bennett

Group Reward Director

3 April 2020

Women in Finance Charter

We are signatories of the Government's Women in Finance Charter

  • Our CEO Dan Frumkin is responsible and accountable for gender diversity and inclusion.
  • We have a target of 35% by 2020 for gender diversity in our senior management in line with the Hampton-Alexander report. Progress against this target will be shared annually.
  • Variable reward at Metro Bank is linked to the diversity of our senior managers.
  • When we signed up to the Charter in 2018 we had 28% female representation in senior management. As of 30 June 2020 we reached 35.4%, meeting and exceeding our target six months ahead of the deadline.