From day one, we’ve set out to disrupt the banking sector. Our goal was to shake things up and create something dramatically different from the norm. But it wasn’t just about giving our customers a bank that was truly unique, it was about treating our people differently too.
That’s why we’ve designed our employment policies and roles to appeal to all. Every position in our bank, no matter what the department, is open to everyone. Gender doesn’t even come into it when we’re making a recruitment decision; it’s about what you can bring to the table.
So when the government reviewed the representation of women in senior managerial roles in financial services in 2015, we’re happy to report that we were already streets ahead of the competition.
The review made four recommendations to the industry:
- Firms should have one member of the senior executive team who is responsible and accountable for gender diversity and inclusion
- Firms should set internal targets for gender diversity in senior management
- Firms should publish progress annually against these targets in reports on their website
- Firms should have an intention to ensure pay of the senior executive team is linked to delivery against these internal targets on gender diversity
Having created a culture of inclusivity at Atom, we’re proud to say that we are targeting all the important conditions of this charter, and will measure our success against it using the following benchmarks:
- There will be equal pay across all genders for the same or similar roles
- At least 33% of the Board total will be female
- A minimum of 45% of our total permanent population will be female
The HM Treasury’s Women in Finance Charter is designed to get firms to commit to implement these recommendations, and as you can imagine, we signed up straight away.
Atom is a big happy family, and we’re determined to keep it that way. So if you’ve got any questions about the way we’ve implemented the Women in Finance Charter, just get in touch and we’ll chat through things.