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Women in Finance Charter

As part of our diversity and inclusion initiative we have signed up to the 'Women in Finance Charter' aimed specifically at increasing the levels of women in senior roles in the finance sector. Our Executive sponsor for this initiative is Jonathan Westhoff, the Society's Chief Executive.

We have set ourselves two targets for female representation, to be achieved by 2020:

  • 30% of the Society’s Board will be female
  • 30% of the positions occupied in the senior management population will be female

Updates on our progress

November 2018
Twelve months ago, and a year after first signing up to the Charter, we had 11% female representation on our Board and 22% within our senior management population. Female representation has increased against both targets and now stands at 22% for the Board and 32% within our senior manager population.

We are pleased to be on track to meet/maintain our Charter targets by our stated deadline of the end of 2020.

November 2017
In October 2016, the Society made a public commitment and became a signatory of the Women in Finance Charter. Since then we have developed and introduced our Diversity and Inclusion Strategy and are actively implementing some of our new initiatives to support achieving what we feel are attainable targets for 2020.

Disability Confident

As an employer, we want to ensure people who happen to have a disability are able to fulfil their potential and progress in their career. That’s why we have signed up to the Disability Confident Scheme, aimed at increasing employment opportunities for disabled people and those with health conditions.

To be recognised as a Disability Confident Committed Employer, we have committed to:

  • ensuring our recruitment process is inclusive and accessible
  • communicating and promoting vacancies
  • offering interviews to disabled applicants who meet the minimum job requirements
  • anticipating and providing reasonable adjustments as required
  • supporting any existing employee who acquires a disability or long term health condition, enabling them to stay in work
  • introducing internships for those with disabilities


A better work-life balance

When we say our people are the West Brom’s biggest asset that doesn’t mean just viewing them as employees. We also recognise they have a life outside work, one that has responsibilities and rewards which the Society respects and supports in ways that aim to bring the best out of them.

As you’ll discover, this principle guides the Society’s approach to what we call family‑friendly policies and flexible working.

You can see this in the likes of maternity and adoptive leave pay of six weeks at 90% of full pay, 16 weeks at half pay, and the final weeks paid at statutory levels.

We appreciate that people are unique individuals with differing needs depending on their specific circumstances and stages in life. Here again, our policy on flexible working allows people to request to adjust their work routine to take account of other personal and family needs they may have.

This might be childcare, caring for older relatives, or having the opportunity to enjoy interests such as helping a local charity. Any employee at the West Brom can make a request for flexible working, no matter how long they’ve been with us.

You’ll also find the West Brom offers a generous holiday allowance, including the possibility of buying and selling holidays. Tax efficient, this scheme enables colleagues to shape their holidays in ways that suit them most, especially in having more family time together.

The West Brom is proud of its reputation as an organisation that cares not just for our customers, but for our employees too. We believe our range of family‑friendly policies, flexible working, and holiday allowances is vivid proof of that. After all, a major value at the West Brom is ‘friendly and welcoming’ and this is something we want you to feel from the very first day you join us.

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