Our goal is to have at least 30% women in our top three leadership layers (c.800 roles) in each of our businesses by 2020 and achieve a full gender balance across the bank by 2030.
- As at 31 December 2018 our top three leadership layers was 37% female on aggregate, an 8% increase since we introduced our targets.
- These targets are a threshold level and apply to our Investment Bank as much as they do to our Retail Bank, with many business areas moving beyond 30% already.
- Our top c. 4,000 roles (pipeline population) is 45% female.
- The boards of The Royal Bank of Scotland Group plc and NatWest Holdings Limited meet consecutively and share a largely common membership. When considered together, the director population across both boards currently meets the Parker target and exceeds the Hampton-Alexander target with a female representation of 39%. For more information please refer to the Boardroom Inclusion Statement.
- On 20 August 2018 we appointed our Chief Risk Officer for Ring Fenced Bank, Vanessa Bailey.
- On 3 December 2018 we appointed our Deputy Chief Executive Officer of NatWest Holdings, Alison Rose.
- On 18 December 2018 we announced the appointment of Katie Murray as our new Chief Financial Officer (CFO), making RBS the first major UK bank to have a female CFO. Katie Murray is in role with effect from 1 January 2019.
- For the second year, RBS has published details of the gender pay gap in the bank. The reported mean pay gap for the bank in Great Britain is 36.6% (median 36.8%), and mean gender bonus gap is 66.7% (median 44.0%).
- We have a positive action approach in place to increase the proportion of women in senior roles focussed on how we attract, develop and retain strong female talent.
- We are active contributors to thought leadership externally – for example, HMT’s Women in Finance Charter, and McKinsey.
- We hold a Platinum rating for our gender progress from the UK’s Business in the Community (BiTC) Gender Equality Campaign and are recognised by the Bloomberg Gender Equality Index. Our RBS Women Network has c.9,000 members and we have c. 2,600 Male Allies.
Gender pay gap reporting
Details on gender pay within the bank
HM Treasury Woman in Finance Charter
Demonstrating our commitment to creating gender balance at all levels of the organisation, RBS were one of the first signatories to HM Treasury Women in Finance Charter requiring organisation to publicly report on progress against the targets they have in place.
As at 30 June 2019, we reported to HM Treasury Women in Finance Charter that the proportion of women in the top three layers of our organisation was 36%, representing a 4% increase from when we first published our commitment to the Charter in September 2016 and a 7% increase since we introduced formal targets at the end of 2014. This means we remain on track to meet our 2020 target of having at least 30% female in senior roles in each of our business areas (8 of 12 business areas have already achieved this).
Further, our pipeline (CEO-4+ / top 4/5000 roles) has increased by 12% to 44% since we introduced formal targets and we remain committed to achieving full gender balance – at all levels – by 2030.