A few key results for 2019

Executive Management

33% of our Executive Management1 are women.

Subsidiary Boards

39% of directors on our Group subsidiary boards are women.

Workforce

51% of our workforce is female.

Why is this important?

To set our business up for long-term success, we need a workforce that reflects the customers we serve and our communities. To help us get there, we need to support our female employees to grow, to progress in their careers and to realise their full potential.

What do we do?

Throughout our businesses, from entry level roles to our executives we are committed to every level having 40% - 60% of either gender represented by 2020. In 2017, the NAB Board approved new measurable objectives for achieving gender diversity by 2020.

Towards 2020: NAB’s road to gender equality” explains more about our 2020 commitment and outlines how we will get there.

We achieved the 2018-2019 Workplace Gender Equality Agency Employer of Choice for Gender Equality citation and were included in the 2019 Bloomberg Gender-Equality Index. We are proud to achieve this recognition as a demonstration of our continued drive and commitment to achieving gender equality.

Preparing women to be the leaders of tomorrow

Hiring women has never been about 'making up the numbers'. It's been about finding the right people for the right roles. We have a range of targeted programs and practices that provide women with opportunities, such as Breakthrough – our suite of development programs designed to equip our female employees with the skills, knowledge and tools they need to transition to senior roles. We also strive to ensure that there is 50:50 gender representation on the recruitment shortlist for all roles at all levels, with the exception of volume based recruitment which already has steps in place to reduce gender bias.

We’re focused on fairness

We are committed to fair and equitable remuneration for all employees that is consistent with our market and performance framework. We actively address barriers to equal pay between men and women. That’s why our gender pay gap continues to decrease and sits below the industry average.

We’ve also extended our 12 weeks’ paid parental leave to eligible parents at NAB, regardless of gender.

We believe it’s important to recognise the interdependencies at play when it comes to equality. In 2013, we became the first major bank in the country to introduce a domestic and family violence support policy and we recently extended the policy to include reasonable paid leave to any employee supporting a family or immediate household member experiencing domestic and family violence.

We also know that that when women in business are visible it inspires change. We have committed to a ‘Panel Pledge’. Whenever our people are invited to be involved in or sponsor a panel or conference, we’ll ask about the organiser’s efforts to ensure women are represented.

In 2017, the UK Government introduced mandatory gender pay equity reporting for all UK-based organisations with more than 250 employees. The full version of the NAB UK Gender Pay Gap 2017 & 2018 Reports are available to view, and the information and analysis included only pertains to the London branch.

Have an enquiry about our approach to gender equality? Email the recruitment team.

1 Executive Management positions are all employees within the NAB Group’s remuneration bands (also known as Salary Groups) 6 & 7.

Discover more

Workplace flexibility

Helping our people make the most of both their career and their life.

Internal job search

Health and wellbeing

We’re committed to promoting health and wellbeing for our employees, our customers and in the broader community.

Performance and remuneration

We believe in attracting, retaining and motivating our employees through a competitive and market-aligned approach.