Diversity, equality and inclusion

We reflect our communities

We believe it’s important that Metro Bank represents the communities we serve; this is the foundation of our community banking model.

Ensuring our inclusive culture is embedded within our values has meant that the Metro Bank workforce is representative of the ethnic minority mix of the UK workforce, and that almost half of our colleagues are female. This is industry leading within financial services, and something we are very proud of.

As signatories to the Women in Finance charter since 2018, we continue exceeding the Hampton-Alexander Review target of 33%. We are also signed up to the Race at Work Charter. The Charter sets out seven actions to improve the representation of all colleagues at all levels, and one of these actions is to take steps towards capturing ethnicity data. ​

We are confident that whilst there is work to do, our commitment to diversity and inclusion will ensure we continue to reflect the communities we serve and be the number one community bank through our truly inclusive culture.

Diversity at every level

As at 31 December 2024

How big is our gender pay gap?

Proportion of female and male colleagues by pay quartile

The charts below show the gender distribution and pay gap at Metro Bank across the four pay quartiles:

Proportion of female and male colleagues who received a bonus

As at 5 April 2024

What's influencing Metro Bank’s gender pay gap results this year?

There has been an improvement in our pay gap in 2024, which was already favourably positioned in comparison to our peers across financial services. There are several factors that influence our figures, and it is difficult to pinpoint what specifically affects change year-on-year. We are closely monitoring the impact of the recent transformation programmes on the makeup of our teams from both a gender and ethnicity perspective and will continue to do so as we finalise working towards
our desired operating model.

A significant factor impacting all figures is the disproportionate number of women in higher level, and therefore higher paid roles at Metro Bank. Whilst there has been some improvement between 2023 and 2024, there is still a substantial gap.

In terms of the bonus gaps; they continue to change quite significantly year-on-year. Some of the shift will be driven by lower bonuses paid in March 2024 with respect to the 2023 performance year compared to the previous year, and members of the Executive Committee not receiving any bonuses. Female colleagues are also more likely to work part-time in comparison to male colleagues, a trend which has remained broadly static for several years.

In addition, demographic related factors (e.g. hiring patterns such as the balance between females versus males), the timing of individual pay increases and overtime levels will have an impact.

What are we doing about the gender pay gap?

We have a range of initiatives focused on encouraging and supporting talented women into leadership and specialist roles, and to ensure Diversity, Inclusion and Equity remain a fundamental part of our colleague experience. These include:

• We are proud signatories of the Women in Finance Charter, which aims to
  achieve gender balance at all levels across financial services firms
• As part of our “Women on Work” colleague inclusion network, we run
  mentoring circles and leadership seminars on key topics and advise on
  diverse candidate shortlists. Our colleague-led inclusion networks remain
  fundamental in supporting and driving, DE&I activity across the Bank
• Successfully implemented “Inclusion at Metro Bank” mandatory training for all
  colleagues, ensure compliance with FCA & the PRA proposed regulatory
  changes and colleagues educated to promote an inclusive place of work
• Delivered a revised assessment and selection framework for consistency in
  decision making, enhancing a fair and non-bias decision-making process to
  drive towards an inclusive workforce

Importantly, we have also examined the salaries for all jobs across the bank and this
has confirmed that we pay our colleagues doing the same role equitably, regardless
of gender.

I can confirm the data reported is accurate.

Chief People Officer

11 March 2025

Cymraeg:

Dyma ein Cynnig Cymraeg sy’n disgrifio’r gwasanaethau Cymraeg sydd ar gael i’n cwsmeriaid. Yn ogystal â chynnig datblygiad i’n cydweithwyr.

Mae’r Gymraeg yn bwysig i’r gwasanaethau yr ydym yn eu darparu gan fod llawer o’n cwsmeriaid yn siarad Cymraeg. Y mae hefyd yn bwysig i gefnogi’r iaith Gymraeg yng Nghymru ble bynnag y gallwn yn y gymuned.

Dyma yw ein Cynnig Cymraeg:

1. Bydd modd adnabod siaradwyr Cymraeg yn ein siopau yng Nghymru am eu bod yn gwisgo logo Iaith Gwaith – sef logo a ddefnyddir i ddynodi siaradwyr rhugl neu ddysgwyr.
2. Presenoldeb amlycach o’r Gymraeg yn ein siopau i gwsmeriaid a chydweithwyr. Bydd hyn yn cynnwys arwyddion, deunydd hyrwyddo.
3. Caiff Parth Arian, ein rhaglen addysg ariannol am ddim i ysgolion a grwpiau ieuenctid, ei chyflwyno yn y Gymraeg a’r Saesneg, yn dibynnu ar iaith ddewisol y grŵp.
4. Os wnewch chi ysgrifennu atom ni yn y Gymraeg, byddwn yn ymateb yn y Gymraeg.
5. Mae ein siopau Cymraeg yn ymddwyn fel canolfan i’r gymuned leol, ac yn cynnal digwyddiadau rhwydweithio busnes a byddwn yn dathlu diwylliant a thraddodiadau Cymru (e.e. Dydd Gŵyl Dewi). Bydd y digwyddiadau hyn yn croesawu’r sawl sy’n siarad Cymraeg a Saesneg yn ein siopau.
6. Byddwn yn rhoi’r cyfle i’n cydweithwyr ddysgu a gwella eu sgiliau Cymraeg.

English:

This is our Welsh Offer which describes the Welsh language services that are available to our customers. As well as to offer development for our colleagues.

The Welsh language is important to the services we provide as we have many Welsh speaking customers. It is also important to support the Welsh language in Wales wherever we can in the community.

1. In our Welsh stores you will be able to recognise Welsh-speaking colleagues as they will be wearing the Iaith Gwaith – the logo used to identify fluent speakers or learners.
2. A more prominent presence of the Welsh language in our stores for customers and colleagues. This will include signage, promotional material.
3. Money Zone, our free financial education programme for schools and youth groups, will be delivered in both English and Welsh depending on the group’s preference.
4. If you write to us in Welsh, we will respond in Welsh.
5. Our Welsh stores act as a hub for the local community, hosting regular business networking events and we will celebrate Welsh culture and traditions (for example St David’s day). In our stores these events will welcome both English and Welsh speakers.
6. We will give our colleagues the opportunity to learn and improve their Welsh language skills.