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You can expect to be part of a workplace that celebrates and values your views, ideas and experience. From being a member of one of our amazing people-led networks, sharing your experiences to help us all be more informed, through to joining one of our listening sessions with Senior Leaders to foster an inclusive workplace.
We want you to lift everyone up. Work as part of a team and live Our behaviours every day, always acting with integrity, and bringing your unique qualities and voice to help us grow diversity of thought, to deliver smarter solutions for our customers and our people.
“When I'm able to bring my true self to work, it enhances my ability to empathise with the diverse range of customers we serve”
Laura McLean
Be yourself ambassador
Social Mobility
We’re passionate about helping to improve Social Mobility. Our Social Mobility Strategy focuses on advocating for and improving outcomes for our people, customers, and communities. Our membership, and being a Founder Partner, of Progress Together is a key enabler of our Social Mobility strategy. Launched as part of a government commissioned taskforce, it is the first of its kind in the Financial Services Sector focusing on progression, retention, and socio-economic diversity. Through this membership, we demonstrate our commitment to leading and collaborating with others, using our influence to improve Social Mobility across the UK and within Financial Services.
Women in Finance
Our commitment to signing the HM Treasury’s Women in Finance Charter supports our existing gender equality strategy and demonstrates our commitment to do more. We have set an ambitious 50% (+/- 10%) target (the variation of +/- 10% to reflect the timescale, the desire to develop and retain the right internal talent, and the existing availability of senior women in the financial services industry).
Gender Pay Reports
All businesses with more than 250 employees are expected to report annually on gender pay and bonus gaps. In the below reports we provide detail on the figures and the ways in which we are addressing positive change. As part of our commitment to transparency in 2020, Santander UK voluntarily disclosed our ethnicity pay gap for the first time, details of which are included in the report.
2022
2023
2024
People Networks
Our eight people networks continue to be integral as changemakers and for embedding DEI.
They act as agents of positive change by raising awareness, suggesting improvements to our processes, and providing a place for all our employees to connect. We have now strengthened leadership support by adding a senior leader, an Executive Committee member and Independent Non-Executive Director Board sponsors to all eight networks, these sponsors are also the respective diversity strand sponsor.
An inclusive community for LGBTQ+ colleagues and allies to share information, personal experiences, hold discussions and provide support.
Provides colleagues who are either directly or indirectly affected by Disability & Neurodiversity with a platform to learn, discuss & support.
Celebrate and embrace Race, Ethnicity & Cultural Heritages, promoting allyship and understanding at work.
Encourage positive Mental Wellbeing and support colleagues by promoting openness, understanding and awareness of support.
A place for ex-military employees, reservists, employees with friends and family to connect and support one another.
Focused on Family Support, such as parenting and caring responsibilities, aimed at improving support and awareness within the workplace.
Create a level playing field for all, regardless of socio-economic background, to enable all to achieve their full potential.
Encourage a balanced representation of women in Santander and helps female colleagues feel more empowered to fulfil their potential.
Our People Stories
We know it’s our people who make us who we are. We believe that having a diverse range of backgrounds and perspectives makes us stronger and we aim to reflect and celebrate diversity in our workplace by creating a inclusive culture.
Manoj’s Story
It’s taken half a century for Manoj Masuria to discover he is autistic and, with the support of his manager, he’s on a mission to help others improve their understanding of neurodiversity.
