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Diversity, equality and inclusion

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Our culture

Diversity and Inclusion has always been an important part of our AMAZEING culture.

At Metro Bank, we want every single colleague to feel that they belong, are included, accepted, and valued. Our commitment to being a leader in Diversity and Inclusion helps us to bring out the best in our colleagues, attract new talent, thrive as a business, and of course, create more FANS.

We reflect our communities

We have always believed it is important that Metro Bank represents the communities we serve; this is the foundation of our community banking model.

Ensuring our inclusive culture is embedded within our AMAZEING behaviours has meant that the Metro Bank workforce is representative of the ethnic minority mix of the UK workforce, and that almost half of our colleagues are female. This is industry leading within financial services, and something we are very proud of.

As signatories to the Women in Finance charter since 2018, we continue exceeding the Hampton-Alexander Review target of 33%. This year, Metro Bank have signed up to the Race at Work charter too. The Charter sets out seven actions to improve the representation of all colleagues at all levels, and one of these actions is to take steps towards capturing ethnicity data. ​

We are confident that whilst there is work to do, our commitment to Diversity and Inclusion will ensure we continue to reflect the communities we serve and be the number one Community bank through our truly inclusive culture.

Diversity at every level

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As at 31 December 2021

Our 2021 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 women into senior jobs at Metro Bank.

How big is our gender pay gap?


As at 5 April 2021

Why do we have a gender pay gap?

Whilst the gender split amongst our colleagues at Metro Bank is almost 50:50, our gender pay gap exists mainly because of an imbalance when we look at diversity by seniority.

This means that we have more colleagues in junior roles than at senior levels, and within this balance we have more female colleagues in our junior roles, and more male colleagues in our senior roles.

What are we doing about the gender pay gap?

We have a range of initiatives focused on encouraging and supporting talented women into leadership and specialist roles, and we are working hard on initiatives to close the gap:

  • We are proud signatories of the Women in Finance Charter, which aims to achieve gender balance at all levels across financial services firms.
  • As part of our Women on Work colleague inclusion network, we run mentoring circles and leadership seminars on key topics and advise on diverse candidate shortlists
  • Our Opportunities Programme is a self-promotion programme for colleagues from diverse backgrounds, of which 65% are female. The programme consists of tutorials focused on enhancing skills and raising profiles, backed by sponsorship from the Executive Committee and senior leaders.
  • In 2022 we launched our Diversity and Inclusion Strategy, with clear actions to make a difference to communities, colleagues, and leaders across the business

Importantly, we have also examined the salaries for all jobs across the bank and 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 2021

Proportion of female and male colleagues who received a bonus


As at 5 April 2021

I can confirm the data reported is accurate.

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Chief People Officer

28 March 2022

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
  • 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, this is now 38% as at 31 August 2023. We believe we are on track to meet our Charter ambition of 50% by 2025.
  • This exceeds the Hampton-Alexander Review's target of 33% female representation in senior management positions.

Cynnig Cymraeg

With two stores based in Cardiff, we’re dedicated to supporting our Welsh customers and celebrate the local language and culture. So much so, our commitment has earned us official recognition from the Welsh Language Commissioner, Aled Roberts.

We want Welsh speaking customers to walk into our stores and feel comfortable using their own language, and we’re proud of the way our colleagues use it in conversation, during local events, and at our drive-thru banking experience.

Here’s more detail on the ways our Welsh language services continue to assist our customers and colleagues with their everyday banking needs.


Dyma ein Cynnig Cymraeg sy’n disgrifio’r gwasanaethau Cymraeg sydd ar gael i’n cwsmeriaid. Yn ogystal â chynnig datblygiad i’n cydweithwyr.

Mae’r Gymraeg yn bwysig i’r gwasanaethau yr ydym yn eu darparu gan fod llawer o’n cwsmeriaid yn siarad Cymraeg. Y mae hefyd yn bwysig i gefnogi’r iaith Gymraeg yng Nghymru ble bynnag y gallwn yn y gymuned.

Dyma yw ein Cynnig Cymraeg:

  1. Bydd modd adnabod siaradwyr Cymraeg yn ein siopau yng Nghymru am eu bod yn gwisgo logo Iaith Gwaith – sef logo a ddefnyddir i ddynodi siaradwyr rhugl neu ddysgwyr.
  2. Presenoldeb amlycach o’r Gymraeg yn ein siopau i gwsmeriaid a chydweithwyr. Bydd hyn yn cynnwys arwyddion, deunydd hyrwyddo.
  3. Caiff Parth Arian, ein rhaglen addysg ariannol am ddim i ysgolion a grwpiau ieuenctid, ei chyflwyno yn y Gymraeg a’r Saesneg, yn dibynnu ar iaith ddewisol y grŵp.
  4. Os wnewch chi ysgrifennu atom ni yn y Gymraeg, byddwn yn ymateb yn y Gymraeg.
  5. Mae ein siopau Cymraeg yn ymddwyn fel canolfan i’r gymuned leol, ac yn cynnal digwyddiadau rhwydweithio busnes a byddwn yn dathlu diwylliant a thraddodiadau Cymru (e.e. Dydd Gŵyl Dewi). Bydd y digwyddiadau hyn yn croesawu’r sawl sy’n siarad Cymraeg a Saesneg yn ein siopau.
  6. Byddwn yn rhoi’r cyfle i’n cydweithwyr ddysgu a gwella eu sgiliau Cymraeg.


This is our Welsh Offer which describes the Welsh language services that are available to our customers. As well as to offer development for our colleagues.

The Welsh language is important to the services we provide as we have many Welsh speaking customers. It is also important to support the Welsh language in Wales wherever we can in the community.

  1. In our Welsh stores you will be able to recognise Welsh-speaking colleagues as they will be wearing the Iaith Gwaith – the logo used to identify fluent speakers or learners.
  2. A more prominent presence of the Welsh language in our stores for customers and colleagues. This will include signage, promotional material.
  3. Money Zone, our free financial education programme for schools and youth groups, will be delivered in both English and Welsh depending on the group’s preference.
  4. If you write to us in Welsh, we will respond in Welsh.
  5. Our Welsh stores act as a hub for the local community, hosting regular business networking events and we will celebrate Welsh culture and traditions (for example St David’s day). In our stores these events will welcome both English and Welsh speakers.
  6. We will give our colleagues the opportunity to learn and improve their Welsh language skills.