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 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.
As at 31 December 2021
As at 5 April 2021
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.
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:
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.
Chief People Officer
28 March 2022
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:
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.