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Gender

We are committed to improving our gender balance, with a focus on the recruitment, retention and advancement of women. Our global target is to have full gender balance in our CEO-3 and above global roles by 2030.

For full information please refer to our 2023 Annual Report & Accounts (PDF 19.6MB), 2023 ESG Disclosures Report (PDF 8.8MB) and non-financial information datasheet (780KB)

Following publication in March 2019, the Rose Review has made real progress in implementing the eight initiatives recommended. Working closely with HM Treasury, the Department for Business, Energy and Industrial Strategy, and numerous public and private sector organisations, the initiatives have started to make a tangible impact in breaking down the barriers to female entrepreneurship in the UK. We published an Update Report in March 2022 for the Rose Review. 

Our Diversity, Equity and Inclusion strategy (PDF 143KB) is focused on ensuring that our people policies and processes are inclusive and accessible – from how we attract and recruit, to how we reward and engage colleagues. We’re confident in our approach and through time it will help us achieve a better balance of diversity and continue our work to be an inclusive bank. 

Read about our Gender employee-led network here.

Reporting

Gender pay gap

Details on gender pay within the bank

For 2023 (PDF 1.7MB)

For 2022 (PDF 1.6MB)

For 2021 (PDF 174KB)

For 2020 (PDF 81KB)

For 2019 (PDF 112KB)

For 2018 (PDF 45KB)

For 2017 (PDF 52KB)

 

HM Treasury Women in Finance

Demonstrating our commitment to gender balance, NatWest Group were one of the first signatories to HM Treasury Women in Finance Charter (PDF 8MB) requiring organisations to publicly report on progress against the targets they have in place. 

As of 30 June 2023, we reported to HM Treasury that the proportion of women in the global top three levels of our organisation was 41%.

This represents an 9% increase from when we first published our commitment to the Charter in September 2016, and a 12% increase since we introduced formal targets at the beginning of 2015.

We remain committed to achieving full gender balance in this population by 2030.

A Colleague's Story

Returners in India – Women Comeback programme

Koshni Sharma, Associate Vice President (Risk and Governance), was part of the Women Comeback programme in India after taking a career break to look after her young children

“Finding a job after my career break wasn't easy. Many recruiters turned down my application the minute they knew I had taken a career break. It was then that a friend told me about the NatWest Women Comeback programme. I applied for the programme and was selected"

"The programme was structured in such a way that the first week of training was for half a day, so everyone got a chance to slowly transition back to work and balance their home responsibilities.” Koshni shared.

"After a few weeks of training, I was appointed as a Senior Release and Environment Designer. Everyone in the team knew I was coming back after a career break and supported me. I was mentored and coached which enabled me to gain my confidence and perform well in my new role. I am really proud to be a part of NatWest. This is an organization that truly cares for its people."

Having been with the bank for a year, Koshni re-joined the Women Comeback programme but this time as a member of the organising committee. She has now completed five years with the bank. "It's my turn to ensure the spirit of the programme continues and the support and compassion I received, will be passed on to other women out there, wanting to return to work and have a career," she said.