Page 20 - 86395_CCB - 2024 Annual Report (web)

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We have 5 core pillars: paths is beginning to increase the
diversity of candidates at application
Ž Data & Reporting – Our focus has been stage. We know that including the
to ensure colleagues understand the need for banking experience excludes
benefits of self‑disclosure; ensuring we capable and skilled candidates who
have a robust data set so we can focus have diverse thinking and experience,
on priority areas and where we can and therefore our focus has been on
add further value. At end of 2024, our defining required skills and behaviours
voluntary DE&I self‑disclosure was 93% to attract candidates with transferable
up 10% vs. the end of 2023, covering skills rather than seeking only people
a wider range of characteristics with Financial Services experience. As a
including experiences, education, result, in 2024, 66% of roles have been
and socio‑economic backgrounds filled from our own direct recruitment
as well as protected characteristics. advertising. We are actively working to
We have also developed a Diversity build relationships with organisations
Equality & Inclusion dashboard which that support and represent under‑
on a quarterly basis we use to report represented groups in Financial Services
aspects of our employee lifecycle to as well as liaising with local schools and
the Board and EXCO. We focus on input colleges to attract apprentices straight
data through the employee lifecycle to from secondary education.
report and measure our progress across Ž Colleague Insights – Here at
our diversity strategy, this informs our Cambridge & Counties Bank, having
plans to become even more inclusive as an inclusive workplace culture helps
we continue to grow.
us attract and retain diverse talent. We
Ž Recruitment & Selection – A key recognise the importance of increasing
part of our strategy is widening our opportunity for everyone. We have
recruitment sources and attracting continued with our annual colleague
people who are under‑represented survey, frequent ‘pulse’ surveys, as
in Financial Services. The focus on well as our Bank‑wide All Colleague
increasing direct recruitment, actively Meetings including quarterly Townhall
considering the wording of our adverts in‑person meetings. These forums
and sourcing from non‑ traditional provide the opportunity for colleagues