DIVERSITY & INCLUSION

Our Approach

• There should be no discrimination on account of age, race, nationality, colour, disability, ethnic background, gender, sexual orientation, gender reassignment, pregnancy or maternity leave, marital status and religion or belief.
• The bank will appoint, train, develop and promote on the basis of merit and ability.
• All employees have personal responsibility for the practical application of the bank’s equal opportunities policy, which extends to the treatment of employees and customers.
• Special responsibility for the practical application of the bank’s equal opportunities policy falls upon managers and supervisors involved in the recruitment, selection, promotion and development of employees.
• The bank’s grievance procedure is available to any employee who believes that he or she may be unfairly discriminated against.
• Disciplinary action will be taken against any employee who is found to have committed an act of unlawful discrimination. Discriminating conduct and sexual or racial harassment may be treated as gross misconduct.

Women in Finance Charter

SMBC Group strongly supports the business case for gender equality and value diversity as an integral part of driving business performance and growth.

SMBCE is a proud signatory of the Women in Finance Charter and has set a target to increase female representation in senior roles to 30% by 2022.

When we signed up to the Charter in March 2017 we had 22.7% female representation in senior roles. As of July 2018 we have 27.1% female representation in senior roles. We believe we are on track to meet our Charter target by our deadline.

Gender Pay Gap Reporting

SMBC Group recognises that diversity of people, opinions and perspectives is good for business and workplace culture. The bank welcomes gender pay gap legislation and the increased transparency it brings.

^PDF Gender pay gap report (SMBCE – 2018)

^PDF Gender pay gap report (SMBCE – 2017)