Doing what matters for colleagues

Ultimately our ambition is that TSB’s workforce reflects the UK’s working age population. This is why, as part of our Do What Matters Plan, we have published 2025 goals on disability, gender balance, race and ethnicity, and sexual orientation and gender identity.

TSB’s target is to maintain at least 40% of senior roles held by women – recognising that our ultimate goal is gender parity. At the same time, we aim to increase representation of Black, Asian and minority ethnic leaders to at least 10%.

As a HM Treasury Women in Finance signatory, we’re proud that female representation in senior roles continues to increase with 41% of senior roles now held by women. This is an increase of +2ppts over 12 months and compares to an industry average of 34%. It’s the highest year on year growth we’ve seen since we began publicly reporting on these figures. In August 2021, 66% of TSB’s workforce were women, including 30% of TSB’s Executive Committee and 36% of TSB’s Board members. We’re also proud of a +2ppts increase in the ethnic diversity of our senior leadership team, with 9% of senior leaders disclosing their ethnicity as Black, Asian or minority ethnic.

We are working to achieve truly diverse teams by:

Attracting diverse talent – we market our roles to reach diverse talent pools and strive for gender balance through the recruitment pipeline.

How we’re doing this:

• We’ve partnered with Women of the Future ambassadors, 10,000 Black interns and the EY Foundation to connect young people with careers in financial services

• We work with our recruitment partners to reach diverse talent pools and continue to challenge for gender-balanced shortlists for all senior hires, and we see the impact with women appointed to 52% of roles with female representation on the shortlist.

Developing female talent – we are building and supporting talent pipelines across TSB.

How we’re doing this:

• We have completed a reverse mentoring programme to connect colleagues with diverse perspectives with the senior executive team. This programme is being expanded to match up colleagues with a wider group of senior leaders.

• We have partnered with Moving Ahead to launch a new mentoring framework incorporating structured mentoring programmes, including Mission Gender Equality, a cross-company mentoring programme for women and Mission Include which champions diverse talent, Business in the Community BAME Mentoring circles, and individual and group mentoring for colleagues across TSB.

• We are supporting women across TSB to build career confidence and strengthen their networks through our Aspiring Women’s Programme, delivered by TSB’s gender balance network.
   

Creating an inclusive culture – through our behaviours, ways of working and policies we are creating a TSB for everyone.

How we’re doing this:

• We introduced a carers policy to support colleagues when they need it most. A range of support is available from flexible approaches to work, different paid and unpaid leave options including up to 70 hours paid leave per year.

• We are a Disability Confident Leader through the Government-backed Disability Confidence scheme. We are proud to have an inclusive culture that supports a strong representation of disabled people.

• We have made menopause awareness training and support available to all colleagues through our partnership with mental health platform UnMind.

• Our Inclusion Network plays a key role in helping us shape our new ways of working and we are taking a proactive approach to designing hybrid working that is inclusive by design.

• Our colleagues are central to developing a truly inclusive workplace, and we support active Ability, Ethnicity, Gender Balance, and LGBTQ+ employee groups, all of which are sponsored and supported by members of the Executive Committee. And we are a CBI Change the Race Ratio signatory.