Our aim is to increase the ethnic diversity of our workforce and unlock the potential of our Black, Asian and Minority Ethnic colleagues.

Our stand for racial equality

We have been striving for inclusion and equality, but there is much more to do. We've stepped up our commitment to Black colleagues with a new Race Action Plan. 

See our Race Action Plan

Celebrating our inspirational Black, Asian and Minority Ethnic role models

Two of our role models have been named in the celebrated EMpower Ethnic Minority Role Model lists.

Meet our role models

Recognition of our work

In 2018 we won the overall Outstanding Employer Award at the inaugural Investing in Ethnicity Awards. In 2020, we received the award for a second time.

In 2019, Fiona Cannon, Group Sustainable Business Director won the Top Champion (Ally) Award at the Ethnicity Awards.

Race at work

In October 2018, we signed the UK Government’s Race at Work Charter and currently meet and exceed its principal requirements.

We continue to work to increase the ethnic diversity of our workforce and unlock the potential of our Black, Asian and Minority Ethnic colleagues.

Our commitments

In an increasingly multicultural society, we can only truly become Best Bank for Customers if our workforce reflects the ethnic diversity of the UK population.

In 2018, we were the first FTSE 100 company to set public goals within our Helping Britain Prosper Plan to have 10% of all roles, and 8% of senior management roles, to be held by Black, Asian, or Minority Ethnic colleagues by 2020. As at the end of 2020, 10.6% of manager roles and 7.7% of senior manager roles were held by Black, Asian, or Minority Ethnic colleagues.

It is our aspiration to increase our senior Black, Asian or Minority Ethnic representation to 13% by 2025. This would then bring us in line with the current UK workforce.

In July 2020 we launched our Race Action Plan to drive cultural change, recruitment and progression across the Group, and looking beyond ourselves, to also support Black communities. This includes a public goal to increase Black representation in senior roles from 0.6% at senior grades to at least 3% by 2025 to align with the overall UK labour market.

Following the launch of our Race Action Plan, we have voluntarily published our first Ethnicity Pay Gap report.

Ethnicity Pay Gap ReportOpens the Ethnicity Pay Gap Report page in the same window

Executive Sponsors for Ethnicity

Our commitment to ethnic diversity is led from the top, with Executive Sponsors for Ethnicity Zak Mian and Vim Maru championing our programme and activities.

Our ethnicity strategy

Building cultural awareness

For the past few years, all our colleagues have taken part in cultural capability training. Understanding and enquiring about each other's cultural identities is vital for us to build stronger working relationships and succeed as a modern organisation.

Additionally we have an established network, REACH (Race, Ethnicity and Cultural Heritage), which connects, supports and develops colleagues from a Black, Asian and Minority Ethnic background through regular events and mentoring workshops. The network has a growing advocate group, established in 2018, which works to improve cultural awareness and understanding across our whole workforce and highlights important cultural events in both religious and secular calendars.

Our REACH members and advocates are passionate about inspiring students from under represented and disadvantaged backgrounds to explore opportunities in banking. One way in which this is achieved is through our RISE programme.


The REACH network has over 4,000 members and 700 advocates. It was named Best Network at the inaugural Investing in Ethnicity Awards in 2018.

Career development

We believe in empowering and supporting all colleagues to achieve their potential. The scale and reach of the Group means there are many opportunities for learning and growth, including some bespoke career development, authentic leadership and sponsorship programmes for colleagues from a Black, Asian and Minority Ethnic background.

Visible role models

A consistent theme in feedback from our Minority Ethnic colleagues is the need for visible, positive role models in the Group. In 2016 we launched our annual ‘Inspire’ list of 40 Black, Asian and Minority Ethnic role models from across the organisation, and we’ve continued this every year since. We have also run a series of ‘Footprints in the Snow’ sessions with senior Black, Asian and Minority Ethnic leaders to share their story and career journey with colleagues.