SMBC EMEA is an equal opportunities employer. Our aim is to ensure that no potential or current employee receives less favourable treatment on the grounds of age, race, nationality, colour, disability, ethnic background, gender, sexual orientation, gender reassignment, pregnancy or maternity leave, marital status and religion or belief; equally, that they are not disadvantaged by conditions or requirements which have a disproportionately adverse effect on them more than any other group. Selection criteria and procedures are intended to ensure that individuals are selected, promoted and treated on the basis of their relevant merits and abilities.
Our Approach & Equal Opportunities
It is the Bank’s intention that:
Women in Finance Charter
- 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.
In SMBC EMEA Division, we strongly support the business case for gender equality and value diversity as an integral part of driving business performance and growth.
In support of this, SMBC EMEA Division 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.
March 2017 Actual
March 2022 Target
|Female representation in senior roles (%age) in SMBC EMEA Division|