Diversity and Inclusion

At Swansea Building Society we value people from all backgrounds and recognise the importance of diversity and inclusion. We’re better equipped to put our members first if we have a diverse workforce of talented people that’s representative of the communities we live and work in. We want everyone who works for us to feel engaged, valued and respected and to experience that their potential is not in any way limited by their background, gender, age, race, disability, religion or sexual identity.

Race at Work Charter signatory Logo

Race at Work Charter

We are pleased to announce we are now a signatory of the Business in the Community Race at Work Charter. The Charter is composed of the following five calls to action for leaders and organisations across all sectors:

  • Appointing an executive sponsor for race
  • Capturing data and publishing progress
  • Ensuring zero tolerance of harassment and bullying
  • Making equality in the workplace the responsibility of all leaders and managers
  • Taking action that supports ethnic minority career progression

We will be reporting on our progress in the coming months.

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Women in Finance Charter

As an important step towards meeting our gender diversity aspirations, Swansea Building Society is proud to have signed HM Treasury’s Women in Finance Charter. The charter is a pledge for gender balance across financial services. It’s a commitment to work together, across our industry and with Government, to build a more balanced and fair financial services industry.

Organisations who have signed the charter have made a clear commitment to improve diversity and to support the progression of women into senior management. This is achieved by:

  • Having one member of our executive team who is responsible and accountable for gender diversity and inclusion. This is our Chief Executive, Alun Williams.
  • Setting internal aspirations for gender diversity across the Board of Directors, Executive and Senior Management team. Our aspiration was to achieve a minimum of 30% representation of females by the end of 2023.
  • Publishing progress annually against our aspirations on our website. As at 1 January 2024 we had 31% female representation within Senior Management. We will continue to report our progress over the coming months.