Building a more inclusive bank | RBS

Building a more inclusive bank

We are 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.

Our Inclusion plans apply globally and are formed around 5 key priorities:

Gender balanced

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

For 2017

For 2018

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.


Disability smart

Our goal is to become ‘disability smart’ and to be in the upper quartile of disability performance in the UK by 2018.

  • By building a disability speed bump into everything we do; from employee adjustments to developing customer products and services, we are building a disability smart bank.

  • Colleagues reporting a disability showed improved engagement by 5 points in our 2018 annual colleague opinion survey. This meant from an engagement index perspective, colleagues who have a disability have moved from being 16 points behind the global financial services norm in 2014, to only 2 points behind.

  • Of those who tell us if they have a disability or underlying medical condition, 3% report as having a disability.

  • Externally, we were rated Gold in the latest Business Disability Forum benchmark which puts us in the top 1% of UK organisations for disability performance.

  • We are ranked as a Leader/Exemplary level in the UK Government’s Disability Confident Scheme.

  • We hosted the Scottish Business Disability Forum Conference in 2018 bringing together our colleagues, customers and the wider community to focus on the subject of disability.

  • Our disability network, Enable, has over c. 1,100 members.

Ethnically diverse

Our goal is to identify, develop and pull through at least 14% non-white leaders by 2025.

  • In 2016, we agreed ethnicity targets to increase the proportion of non-white leaders in our CEO-4 and above population

  • Of the 80% of colleagues who tell us their ethnicity in the UK, 14% report as non-white, which compares to 14% of the UK’s BAME working age population.

  • 8% of CEO-4 and above colleagues are non-white and there are 5% non-white in our CEO-3 and above population (We track our performance in this area, removing white minority ethnic colleagues from our BAME figures).

  • Given our focus on becoming more ethnically diverse and desire to be transparent, we have used the same methodology as gender pay gap reporting to look at our ethnicity pay gap.  The bank’s mean ethnicity pay gap in Great Britain is 10.7% (median 15.8%). The figures also show a mean ethnicity bonus gap of 24.7% (median 0.00%).

  • We have a positive action approach in place to increase the proportion on non-white/BAME leaders in RBS.

  • Engagement of Black colleagues is now 2% higher, and Asian colleagues is 1% higher, than the general population in our annual colleague opinion survey.

  • We are an early adopter of the UK Government’s Race Equality Charter and responded to the recent Government consultation on shaping ethnicity pay gap reporting.

  • We also represented our colleagues, customers and communities during various events focused on the BAME agenda, e.g. our Black History month celebrations.

  • Externally, we have been awarded a Platinum rating in Business in the Community’s (BiTC) Race Equality campaign, and we are a Top Ten Employer in the Investing in Ethnicity Maturity Matrix in recognition of our positive action approach and the progress we are making.

  • Our Multicultural Network, which represents race, ethnicity, faith and cultural groups has c. 2,800 members.

LGBT innovative

Our goal is to continue to deliver a better LGBT colleague and customer experience through continuously challenging the status quo.

  • We have worked hard to understand the issues our LGBT colleagues and customers face and engage with them regularly to demonstrate that RBS is a welcoming place, regardless of sexual orientation or gender identity.

  • Engagement of LGBT colleagues has improved on last year in our annual colleague opinion survey: Lesbian (+7 points), Gay men (+2points), Bisexual (+5 points), Transgender (+6 points).

  • Of the colleagues who tell us their sexual orientation in the UK, 4% report as Lesbian, Gay or Bisexual and under 1% report as Transgender.

  • We offer colleague support for key moments that matter including: preparing for and undergoing gender reassignment and ‘coming out’. This includes support for colleagues who may have family members (or friends) undergoing these life events.

  • We have introduced the option for our Transgender customers to use the Mx prefix and have removed the need for existing customers to tell us their gender.

  • We responded to consultations in both the Scottish and UK Governments on reformation of the Gender Recognition Act 2004.

  • Externally, we have been named in Stonewall‘s UK Top 100 Workplace Equality Index for ten consecutive years and are the only financial services company to achieve this.

  • We are also a Stonewall Global Founding Partner and Top Global Stonewall employer.

  • We have participated in 19 Prides in 2018 across the UK, India & Poland and were headline sponsor of the UK’s British LGBT Awards. In 2018 in Poland we hosted and organised the First Polish LGBT Business Awards, recognising individuals and organisations making a significant difference to the LGBT community in the country. We are also a signatory of the United Nations LGBT Standards of Conduct.

  • Our Rainbow network has c. 1,800 members and we now have c. 4,000 LGBT Allies across RBS.

Inclusive culture

Our goal is to create a sustainable, inclusive culture by 2020 through an increasingly, multi-intersectional approach.

  • As our inclusion agenda matures, we are moving towards an increasingly intersectional approach, e.g. positive action on development for women and non-white/BAME colleagues, resourcing and organisation design principles that pull through greater diversity, etc.

  • The Inclusion category in our annual colleague survey in 2018 is the highest category at 90% and is the category where we are the furthest ahead of our peers (16 points above the global financial services norm).

  • We have trained over 80% of our colleagues to better manage their unconscious bias.

  • We have a range of intersectional initiatives in place across our agendas, e.g. our ComeBack programme where we have a 90%+ conversion rate to permanent roles.

  • Externally, we are a Top Ten Employer for Working Families, Expert Level in the Scottish Carer Positive Campaign and a signatory of European Human Rights Commission’s Working Forward campaign.

  • We were awarded employer of the year at the HMT Women in Finance Awards.

  • Our Families & Carers Network has c.1100 members, the Armed Forces Network has c.400 members and RBS Aspire has c. 2,900 members.





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