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Women in Finance

Our Pledges

Achieving diversity and balance of skills, independence and experience shall be the key determinant of any new appointment to your Board, Executive and Senior leadership teams where selection of the most suitable candidate will be paramount.

No candidate shall be discriminated against on grounds of gender, marital status, race, ethnic origin, colour, nationality, disability, sexual orientation, religion, age, social circumstances or any other factor.

Realising the benefits of gender diversity, the Society will endeavour, subject to the considerations above, to:

  • maintain at least 33% male and at least 33% female representation at board level
  • achieve and maintain a rolling average of at least 37% male and at least 37% female representation across the combined Executive and Senior leadership teams, by end of 2020.

Our Progress

We're pleased to announce that we have achieved 37.4% against our initial target of 37% as a rolling 12-month average. At the end of August 2021 39.4% of our leadership population were female, compared with 36.1% a year earlier. Although this is clearly pleasing, there is still much to be done before we achieve parity, and we will maintain our focus on this key area until there is no longer under-representation of women in senior leadership.

We've significantly strengthened our data collection processes and this has allowed us to understand the patterns of under-representation, most notably the number of applicants for certain types of roles, and the relative levels of success of internal candidates.

We've invested in a pilot positive action programme designed to support internal candidates and tackle specific differences between men and women in the workplace.

We've also begun training colleagues on inclusive coaching methodology to better support under-represented groups.

We've developed an internal maturity model for diversity and inclusion which helps to focus our activity and ensure we have the right blend of diversity and inclusion themed project and events running at any one time, all the time raising the understanding and narrative that will ensure positive outcomes in the future.

Claire Davey, Chief People Officer & Senior Executive Sponsor Gender

Skipton Building Society is pleased to be a signatory of the Women in Finance Charter, and our commitment to gender equality remains a firm priority both for myself personally and for the Society. Our values as an organisation are reflected in the pledges outlined in the Charter. We understand and recognise that a diverse workforce and inclusive practices strengthen us as a business. By signing up to the Charter we are committing to driving change and improving measurable outcomes. We have agreed the following pledges:

  • to have one member of our senior executive team who is responsible and accountable for gender diversity and inclusion
  • to set an internal numerical objective for gender diversity at a senior management level and a year to aim for
  • to publish progress annually against the objective(s)
  • to have an intention to ensure the pay of the senior executive team is linked to delivery against the internal objectives on gender diversity.

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