Creating a thriving workplace

Our ambition
Our ambition
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Our ambition

We want to create a thriving workplace that attracts, retains and rewards the most talented and committed people. Our culture promotes diversity and inclusion, prioritises wellbeing and develops our people’s skills.

“Investing in our people allows us to be fit for the future with skilled and engaged colleagues who can truly thrive at Santander. We continue to focus on creating a great place to work”

Vicky Wallis Chief HR Officer, Santander UK

What this means for us

We know that talented people want to work for companies that act responsibly and are driven by a purpose that goes beyond profits. Likewise, we want to be a company of choice for people who share our values and passion for helping people and businesses prosper.

We want our people to feel comfortable, confident and empowered no matter their gender, sexuality, ethnicity, religion, age, disability or background.

Our culture of Simple, Personal and Fair is underpinned by our nine behaviours, enabling our colleagues to thrive and provide great outcomes for our customers.

Attracting and rewarding talent
Attracting and rewarding talent
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Attracting and rewarding talent

Our ‘Emerging Talent’ programme supports local schools and colleges, helping identify and develop new talent.

Top 100 EmployersWe also have over 200 graduates on programmes across the bank, and are proud to have been ranked for the third year in a row as a Times Top 100 Graduate Employer.

Through work experience initiatives with our partners National Citizen Service and Career Ready, we offer work opportunities to students from all backgrounds.

88% of our people participated in our pension scheme

150% more Workwise sessions delivered compared with 2017

200 work experience opportunities in 2018

Diverse and productive teams
Diverse and productive teams
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Diverse and productive teams

Smarter Working

Our aim is to enable our people to work in the way that best suits their needs, the needs of the business and our customers. Our ‘smarter working’ programme supports our performance management strategy and allows for greater collaboration, efficiency and flexibility. 

Women represent

54%

of our board

36%

of our Executive Committee

31%

of senior managers

Prioritising wellbeing

Our focus on wellbeing covers physical, mental, financial and social wellbeing. 

We have an active Mental Wellbeing employee-led network with over 1,300 members. The network acts as a hub for our people allowing them to speak up and give support. We also provide free access to Thrive’s Mental Wellbeing App, provide support via The Bank Workers Charity and offer ‘Positive about Mental Health’ training to managers. 

Working with our Unions

We have a long history of trade union recognition governed by:

  • a partnership agreement with Advance - the independent trade union recognised in the former Abbey and Bradford & Bingley parts of the business
  • recognition agreements with the Communication Workers Union - recognised in the former Alliance & Leicester parts of the business 

Both unions are affiliated to the Trade Union Congress.

Our impact
Our impact
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Our impact

Case Study: Equal lives
Our cutting-edge ‘Equal Lives’ research in partnership with BiTC uncovered the societal and organisational biases that exist among men and women with caring responsibilities and how these can impact women’s career progression.

What did we learn?

  • Women are 8x more likely than men to take the primary role in childcare and are 1.5x more likely to take the primary role in caring for adults.
  • Two in three men said they would be encouraged to use family-friendly policies if they were confident that it would not impact their career.
  • Flexible working is considered most important when it comes to balancing work and care. However, take up is significantly lower than its perceived importance.

As a result of the research, we identified several areas of improvement in our own business. We’ve:

  • Increased transparency of our family-friendly policies on our careers site.
  • Advertised flexible working adjustments on all job adverts.
  • Doubled our paternity leave pay benefit across the organisation.
  • Launched a pilot ‘Carers Passport’ to prompt colleagues who are carers to consider how their caring responsibilities impact their role and what support they need.
  • Additionally, we’ve enhanced our Shared Parental Leave policy to give colleagues more flexibility and choice over when they can take their leave. This allows them to take paid shared parental leave at any time within 12 months of the birth or adoption of their child.