Workplace diversity

Our continued success relies on having a talented workforce. To recruit and retain the best, it is essential we provide our staff with a safe and inclusive working environment that encourages everyone to reach their potential, and develops them to meet their personal career goals.

We are keen to ensure that our workforce is representative of the many communities we serve across the UK and Ireland. Our operating divisions have diversity policies and processes which enable us to comply with the Equalities Act 2010 in the UK and the Employment Equality Act 1998 in the Republic of Ireland.

Provident Financial Group’s corporate equality, diversity and inclusion policy sets out our commitment to support diversity and to create an inclusive culture for employees and other stakeholders, including customers, suppliers and contractors. At the root of this is the understanding that everyone can bring value to the workplace, regardless of their age, gender, marital or family status, race, sexual orientation, religion or belief, or any disability they may have.

Throughout 2016, we carried on working towards the National Equality Standard (NES), the first industry-recognised standard for equality, diversity and inclusion in the UK, which we signed up to in 2015. This involved undertaking an initial self-assessment review and gap analysis against the NES framework and hosting assessor visits from EY to carry out interviews with key employees in order to validate the findings made during the self-assessment phase in both the Consumer Credit Division and Moneybarn. The initial assessment stage of the NES will commence at Vanquis Bank during March 2017. It is anticipated that the NES assessment will be completed during the summer of 2017. 

We continue to monitor and report the gender split of the group’s workforce.

  Female Male
Proportion of female/male company directors (%) 22 78
Proportion of female/male in senior management positions (%) 28 72
Proportion of female/male employees (%) 49 51

The proportion of our employees from Black, Asian and Minority Ethnic (BAME) groups has increased to 17% (2015: 11%), matching the UK average of 11%. We also aim to enable those with disabilities to work for us. Since 2005, we started asking employees who are joining us whether they have a disability. 0.7% have declared they have a disability. This is below the 2014 UK statistics, which reveal that 11% of those who work have a disability.


We have grievance and harassment policies and procedures in our operating divisions which enable employees to raise concerns about discrimination and harassment, should they occur. Our businesses take disciplinary action, which may lead to dismissal, against employees if a breach of policy occurs as a result of their actions or omissions.

We also have ‘Safecall’, a whistleblowing policy and procedure. Safecall provides employees with a mechanism to confidentially raise concerns or complaints in relation to any matters of business conduct or malpractice.