Equity, Diversity and Inclusion
Our focus
Our vision is to be a successful, inclusive business where all our people feel respected and can confidently be themselves and fulfil their potential.
We aim to develop a positive and healthy working environment where colleagues have the opportunities and resources to support their own wellbeing, and which contributes to a culture where people feel able to be their authentic selves.
We will strive to support all the protected characteristics and improve our gender and ethnic diversity.
Measures, Disclosures and Progress
Maintaining inclusion on the Great Place to Work® listings for Women and Wellbeing (Large companies)
Progress made in 2025: We maintained momentum in many areas, including being placed on the UK Best Workplaces for Women (ranked 73 out of 100) in 2025. However, the impact of organisational change on employee engagement scores meant we did not maintain a place on the Great Place to Work® (‘GPTW®’) UK Best Workplace for Wellbeing listing.
Signatory to the HM Treasury Women in Finance Charter. We have pledged to set and report publicly against gender diversity targets annually.
Progress made in 2025: We largely met the Women in Finance targets due at the end of 2025.Full details are published annually on our website (Women in Finance Charter).
Annually reporting on our Gender Pay Gap
Progress made in 2025: Our Gender Pay Gap figures and the key actions we are taking are published annually on our website.
Maintaining/improving our ENEI TIDE Mark
Progress made in 2025: We maintained our Silver Tide standard in 2025.
Maintaining our Disability Confident accreditation
Progress made in 2025: We remain a Disability Confident Employer (level 2).
Best in class inclusive support
In 2025 we strengthened our commitment to equity, diversity and inclusion by enhancing our Menstrual Health Policy, creating a standard of support that goes beyond what is typically offered by organisations. A colleague led review highlighted the need to bring all available assistance into one place, ensuring that anyone affected by menstrual related health issues can easily understand what support is available and how to access it.
The updated policy now sets out a comprehensive and clearly defined range of support, including reasonable workplace adjustments, flexible working options, rest breaks and stress risk assessments, alongside a full set of terms and definitions to improve understanding. By formalising support previously offered on a case by case basis, we have sought to create a consistent, transparent and best in class approach that gives colleagues greater confidence and reassurance.
To complement the policy, we also introduced menopause social events to provide a safe, open forum for colleagues to share experiences and learn from one another. These sessions are helping to normalise important conversations, build understanding across teams and further strengthen the inclusive culture we are working to embed across the Group.
If you would like to know more, we'd love to hear from you.
For further information, investor enquiries, or to send notifications regarding the share capital or your shareholding in Secure Trust Bank, please email Investor Relations.