Culture and Diversity
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.
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
As at 31 December 2018
Gender diversity at every level
As at 31 December 2018
*This includes the Executive Directors and all direct reports to the CEO excluding support roles
**Senior managers are defined as those in a senior management position who report directly to a member of the Executive Leadership Team
How big is our gender pay gap?
As at 5 April 2018
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 2018
Proportion of female and male colleagues who received a bonus
In 2018, 72.1% of females received a bonus, versus 73.3% of males:
As at 5 April 2018
I can confirm the data reported is accurate.
Danielle Harmer
Chief People Officer
27 March 2019
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.
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When we signed up to the Charter in 2018 we had 28% female representation. As of 30 June 2019 we have 33% female representation in senior management. We believe we are on track to meet our Charter target by our deadline.