Diversity & Inclusion
Our vision
Our purpose is Banking – but fairer, more rewarding, and for the good of society. In order to do that we need to see and feel the world as our customers do. This means having a truly diverse workforce that reflects the customers we serve and an inclusive culture that enables us to unlock the rich insight and advantage this brings.
That is why we're focused on sponsoring diverse talent at every level and achieving a fully diverse leadership population (gender, ethnicity, disability, LGBTQ+) by 2030. But where we can, we want to go further faster.
Inclusion & diversity means more to us than just chasing a target. Our people are at the heart of the inclusive culture we’re striving to create, which is why we focus on the individual first and ensure our targets are a longer-term commitment.
Building an inclusive culture
Our code of conduct makes sure that we live up to our responsibilities in enabling colleagues to be themselves in the work place and encouraging others to do the same.
We've built solid foundations to support our DE&I vision:
- We succeed as a team and our pay reflects that. We offer our colleagues a performance-based bonus scheme that recognises and rewards their impact.
- As leaders we build trusted, strong relationships that characterise our inclusive, loyal teams.
- We work hard to inspire meaningful allyship - We all have a part to play in being more consciously inclusive at work. Through active allyship, we surface the behaviours that promote equity and inclusion and provide a vehicle to help all colleagues to play their part.
- We support colleague in the moments that matter and empower them to develop and grow. From a generous range of family-friendly policies designed to support you through important life events, to well-being resources and career development.
Key highlights
We are committed to delivering our Diversity, Equity and Inclusion strategy to create a more representative and inclusive organisation with a supportive culture and positive working environment. As part of our commitment, we partner and actively develop relationships with external partners who provide us with advice and support and keep challenging us to do more.
Some of our commitments and actions are shared below:
Inclusion without exception
Inclusion is central to how we work. We’re committed to removing barriers and supporting colleagues with disabilities, long term conditions, mental health conditions and those who are neurodivergent. Recognising that one size does not fit all, we provide tailored adjustments, accessible working environments, and flexible recruitment practices to help colleagues thrive.
We are proud to be a Disability Confident Level 3 Leader, within the Department for Work and Pensions Disability scheme. We're committed to ensuring fairness and make reasonable adjustments for our colleagues who requires them. We are demonstrating our commitment to attracting, supporting and retaining disabled colleagues.
What we do
- Adjustments & passports: Individualised workplace and recruitment adjustments, supported through Adjustment and Carer Passports.
- Inclusive recruitment: We promise to offer a fair and proportionate number of disabled applicants who meet the minimum criteria for the job an interview, with alternative application options available.
- Continuous improvement: Candidate surveys help us identify barriers, improve experience and increase representation.
- Wellbeing & support: Access to holistic wellbeing support across mind, body, social connection and finance.
- Caring for carers: Policies, flexible working and peer support through our networks.
We are committed to being a welcoming and inclusive workplace, where every colleague is recognised as a valued member of our community. Inclusion sits at the heart of our culture, supporting colleagues to feel empowered to bring their best selves to work and to contribute fully, whatever their background, identity or circumstances.
Through bringing together ethnically diverse colleagues and allies, we work to amplify diverse voices, champion multiculturalism and encourage open, informed conversations around ethnicity, culture and religion. By sharing experiences and knowledge, we enable more diverse thinking, strengthen colleague engagement and better serve our customers.
Our commitment is reinforced through practical action, including our support for the Race at work Charter and Black Talent Charter inclusive recruitment practices, allyship and initiatives that promote equity, representation and career mobility. Together, these measures help ensure responsibility for inclusion is shared across the organisation and embedded in how we work.
We are a proud signatory of the Women in Finance Charter and have pledged to contribute towards creating a gender balance across financial services. We're committed to creating more female representation particularly at mid and higher levels across the business. Learn more.
We're striving for gender equity, recognising that individuals will face different barriers when working towards the same goals. We want to break down these barriers and give everyone a fair chance to thrive, both personally and professionally. Some of the actions to help us achieve this are shared in our Pay Gap reporting. Learn more.
Freedom to be your true self
We are committed to creating a workplace where everyone is treated fairly, respectfully and equally, and where colleagues feel able to be their true selves at work. This commitment is underpinned by a zero‑tolerance approach to discrimination of any kind, including on the basis of gender, gender identity, gender expression or sexual orientation.
We support and educate colleagues to better understand the diverse lived experiences of both customers and colleagues, recognising that identity is personal and multi‑dimensional. Through inclusive practices — such as promoting respectful language and the sharing of pronouns — we aim to foster environments where people feel understood, valued and respected.
Our approach is reinforced by clear, supportive policies and practical guidance for colleagues and people leaders, including support for gender diversity and transitioning in the workplace. Together, these measures help ensure our culture remains inclusive, informed and aligned to our purpose of being a fairer, more rewarding bank for the good of society.
The Armed Forces Covenant is a promise from the nation that those who serve or have served in the armed forces, and their families, are treated with fairness and respect in the communities, economy and society they serve with their lives. The Defence Employer Recognition Scheme encourages employers to support defence and inspire others to do the same. We are recognised for the increasing levels of support we provide to the Armed Forces community we employ and for delivering over and above our commitments to the award.
Our Board Diversity Statement is included in the Nationwide Board Composition and Succession Policy.
Our Inclusion Network Groups
Our colleague Networks are a community of inspiring and committed volunteers who are passionate about championing equity and inclusion throughout the colleague journey at Virgin Money. Our networks support Virgin Money to amplify under-represented voices, be advocates of positive change, and provide safe spaces for peer support.
We have 6 colleague Network groups all sponsored by Senior Leaders who sponsor and advocate for their communities.