Race at Work Charter

We are pleased to announce we are now a signatory of the Business in the Community Race at Work Charter. We know that ethnic minorities still face significant disparities in employment and progression, and that is something we need to change.

The Charter is composed of five calls to action for leaders and organisations across all sectors. Signing up means taking practical steps to ensure their workplaces are tackling barriers that ethnic minority people face in recruitment and progression and that their organisations are representative of British society today. We will be reporting our progress back to the organisation in the coming months.

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.

Click here to read more about the targets we have set and the progress we have made to date.

Click here to read our latest Gender Pay Report.

Disability Confident

As an employer, we want to ensure people who 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 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

We are a Disability Confident employer and encourage disabled applicants and applicants from diverse backgrounds to apply. We will consider requests to make adjustments to our recruitment process and offer a guaranteed interview to disabled applicants meeting the essential criteria. Should you require assistance please do not hesitate to email careers@westbrom.co.uk

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 of our employees can request for flexible working, no matter how long they’ve been with us.

You’ll also find we offer a generous holiday allowance, including the possibility of buying and selling holidays. This scheme is tax efficient and enables colleagues to shape their holidays in ways that suit them most, especially in having more family time together.

We are proud of our 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 'Better Together’ and this is something we want you to feel from the very first day you join us.