AIB Group (UK) p.l.c – Gender Diversity

 

 

 

AIB Group (UK) p.l.c looks to encourage the recruitment, development and retention of talented women at all levels. Senior Management and the Board of the Company are committed to inclusion in all its forms and believe that diversity enriches our work environment and provides social and economic benefits to all of our stakeholders.

 

We want to reflect the communities that we serve and we are pleased to be a signatory to HM Treasury’s Women in Finance Charter (further information is available here).

 

We continue to strive to achieve a 50/50 gender balance in our management population. We knew when we set out on this journey that we had set ourselves a stretching and some might say unachievable goal. However we remain passionate and committed to creating a truly gender balanced workforce.

 

This year we have remained relatively static. When we last reported our female management was at 41% but is now tracking at 40% (10% behind plan). The negative % shift has been impacted by an organisational wide reclassification of levels that fall into the senior management category.

 

Recruitment at senior levels continues to be a significant challenge.


This year our main achievement has been raising awareness of the importance of gender diversity through our “It’s ok to be YOU” campaign.

 

We continue to monitor gender diversity at all levels and have invested in development programmes particularly in our junior management population which in time will shift the dial.

 

We know we have work to do to achieve our goal and will continue to beat the drum in the coming months and years ahead, and keeping this site updated on our progress.

 

Embedding diversity across our organisation helps us to be the best that we can be in our thinking, our decisions and our outcomes. It is fundamental to our aim to be a successful organisation that all of our customers and our people feel valued and included.

 

AIB Group (UK) plc has published its Gender Pay Gap Reports. Please click here to see the snapshot as of April 2017, here for the snapshot as of April 2018 and here for the snapshot as of April 2019.