Building a more inclusive bank | RBS

Building A More Inclusive Bank

We’re proud to be building an inclusive bank which is a great place for all colleagues to work.

The bank’s inclusion policy and plans apply to all our colleagues internationally – ensuring that everyone feels included and valued, regardless of their background.


2017 overview

  • Feedback in the 2017 employee opinion survey, Our View, showed we are becoming more inclusive – with colleagues scoring the bank 87 points in the inclusion category. This is four points higher than last year, 16 points above the global financial services norm and 11 points above the UK financial services norm
  • We reached the milestone of training 70% of our workforce to manage their unconscious bias
  • We were proud to be awarded Diverse Company of the Year at the National Diversity Awards
  • We received a ‘silver award’ score of 88% in the Business Disability Forum Standard. In 2015, we were unrated. We were also winner of Workplace Adjustments Innovation of the Year at Disability Smart Awards 2017
  • We were placed 13th in the Top 100 Stonewall Workplace Equality Index – the highest ranking we’ve ever had and are now rated a Top Global Stonewall Employer
  • We retained Platinum for our work on Gender in Business in the Community’s Opportunity Now benchmark and our place in the Times Top 50 Employers For Women to work index
  • We retained Gold for our work on Race in Business in the Community’s Race for Opportunity benchmark
  • We achieved Top Ten Employer status in the Working Families benchmark
  • Our employee led networks (ELNs) have grown to over c.20,000 members globally

Striking a healthy gender balance

We continue to work towards our target of having at least 30% senior women in our top three leadership layers across each business by 2020 and to be fully gender balanced (50/50) by 2030.   Sponsored by Les Matheson, CEO Personal & Business Banking, we have a positive action approach in place, tailored by business, according to the specific challenges they face.   As at the 31 December 2017 we have, on aggregate, 37% women in our top three leadership layers*, and our pipeline (around 5000 of our most senior roles) has 44% women. We remain on track to have a fully balanced workforce at all levels of the organisation by 2030.


2017 Gender profile
Grade #Women #Men %Women
CEO-1 5 9 36%
CEO-2 35 66 35%
CEO-3 232 397 37%
CEO-4 1,309 1,681 44%
Target population(CEO-3 and above) 272 472 37%
Limited assurance over 2017 total gender balance in top 3 senior layers provided by Ernst & Young LLP.



Demonstrating our commitment to creating gender balance at all levels of the organisation, RBS were one of the first signatories to the HM Treasury Women in Finance Charter requiring organisations to publicly report on progress against the targets they have in place. As at 30 June 2017, we reported to the HM Treasury Women in Finance Charter that the proportion of women in the top three layers of our organisation was 34%, representing a 2% increase from when we first published our commitment to the Charter in September 2016. As at 31 December 2017, the proportion of women in senior roles has increased by a further 3% to 37%. This means we remain on track to meet our 2020 targets.



Making things easier for people with disabilities

We are aiming to become a ‘disability smart’ organisation by 2018. To do this, we have a robust disability plan across the bank. The plan highlights areas for improvement including branch access, accessible services, improving colleague adjustment processes and inserting disability checkpoints into our key processes and practices.



Encouraging great diversity and more leaders from ethnic minority backgrounds

Across the bank, we encourage ethnic diversity through reciprocal mentoring, external mentoring circles (with other organisations looking to improve their ethnic diversity) and targeted development workshops.

◦  Of our colleagues who tell us their ethnicity, our top three leadership layers are 5% BAME (Black, Asian, and Minority Ethnic)

◦  8% of our talent pipeline is BAME

◦  Around 20% of our colleagues choose not to disclose their ethnicity


We have introduced targets for BAME representation at senior levels in 2018.

Supporting LGBT colleagues and customers

Our  LGBT agenda continues to deliver a better experience for our LGBT colleagues and customers.

◦  We have improved the process for customers to  update their gender and title on their banking record

◦  We’ve developed guidance for line managers and colleagues to support colleagues undergoing gender transition

◦  And we continue to support the wider LGBT community through our sponsorship of the NatWest British LGBT Awards and our participation on various Pride events


Gender Pay Gap Reporting

◦  Ahead of the legislative deadline of April 2018, RBS has published details on gender pay within the bank. These can be found here.

Read our workforce composition and parental leave statistics [PDF 37kb]


*Limited assurance provided by Ernst & Young LLP.

Awards and Recognition

In 2017 our work to create an inclusive bank has been recognised externally within the six key benchmarks we participate in:

Awarded Diverse Company of the Year at the National Diversity Awards

13th in the Top 100 Stonewall Workplace Equality Index

Platinum ranking from Opportunity Now

Times Top 50 Employers For Women to work index

Gold ranking for work on Race in Business in the Community’s Race for Opportunity benchmark

Top Ten Employer by Working Families

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