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.
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 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.
As at 31 December 2019
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
As at 5 April 2019
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:
As at 5 April 2019
I can confirm the data reported is accurate.
Jeremy Bennett
Group Reward Director
3 April 2020