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12 Annual Sustainability Report 13

COLLEAGUES COLLEAGUES Diversity & Inclusion

Colleague Diversity and inclusion are central to our culture, Women in Senior Disabled
Satisfaction driving us to create an environment where everyone, Management Representation
regardless of identity and background, can thrive. Our
76 % commitment to diversity enhances collaboration and 40 % 2.1 %
customer experiences, with our workforce reflecting
Ethos our dedication to gender equality, and racial and cultural
diversity. We’ve expanded our recruitment to include
Our colleagues are committed to delivering an Women in Senior more underrepresented groups in the Financial Services Ethnicity LGBTQ
excellent customer experience and achieving Management sector, adjusting our job advertisements and recruitment Representation Representation
channels to attract a broader range of applicants. By
sustainable growth. We deliver better together for all, % focusing on essential skills over banking experience, % %
our customers, our colleagues and the community. 40 we’ve made our team more diverse and representative 40 3.7
We believe colleague growth is our growth here at of society, with 58% of our roles filled through direct
recruitment efforts. Additionally, our social group
Cambridge & Counties Bank. 2,350 organises inclusive events that further promote a sense

In 2023 our achievements in colleague engagement were strong and of belonging and community among all employees
reflected in the high satisfaction score of 76% (with an impressive 83% Training Hours
response rate), showcasing the positive impact of our efforts throughout Talent & Development
the employee life cycle. Significantly, we achieved low voluntary Total training
attrition and turnover rates of 9.38%, underscoring our commitment to hours delivered Our ’grow our own’ strategy is at the heart of our ambitions, ensuring
creating a supportive and fulfilling work environment. every colleague has a development plan tailored to help them succeed
2,350 and unlock their full potential, crucial for internal succession at the Bank.
We’ve developed a comprehensive learning and development portfolio
Colleague satisfaction Colleague Insights for the upcoming year, focusing on technical skills, behavioural and
score (% responded) managerial growth, colleague development, and health and well-being all
At the Bank, we’re dedicated to fostering an inclusive culture Internal aligned with our core values.
76 % (83%) by valuing diversity and ensuring opportunities for all. We utilise promotions Last year, we delivered 2350 training hours, with our Grow our Talent
annual and ’pulse’ surveys, alongside virtual and quarterly
in-person Townhalls, to monitor progress and foster inter- and transfers programme leading to 18 internal promotions and transfers, demonstrating
departmental connections. In 2023, we launched a new colleague our commitment to internal talent development. Additionally, we’ve
Voluntary colleague forum for direct dialogue with our leadership, promoting active 18 introduced an ESG eLearning course for all employees, reflecting our
involvement in our agenda. Our social, charity, and green teams commitment to environmental, social, and governance values.
turnover
actively update and involve colleagues in upcoming events.
9.38 % Living our values and maintaining open dialogue are key to our “ I have been a part of CCB for 8 years. At the
inclusive and successful workplace.
beginning of my employment, I worked full time at
“ The all-colleague town hall has proven to be very the Bank’s headquarters in Leicester in a supporting
role in Real Estate finance.
Through the resources and opportunities offered
successful – it’s a great opportunity to gather everyone
together and celebrate our people and the great
work we do. by CCB I subsequently moved to a new role in our
Birmingham office followed by a promotion to
Relationship Manager.
I think this boosts morale and supports our continued
positive culture as colleagues can put faces to names, Continuing a steady growth journey I became a
meet with colleagues who they may never or rarely see Senior Relationship Manager. This commenced
in their day-to-day jobs and take some time to simply January 2023 with a small team, managing to deliver
chat to one another. the desired £35m regional target for book growth.

Seeing the Executive in person and interacting with There was no hesitation when an opportunity arose
them, hearing their business areas updates and priorities, to strive for further growth in an exciting yet mature
and encouraging colleagues to be involved by asking organisation, accepting the position to head up the
questions evidences our great culture. ’Direct’ business unit, spearheading a small team to
deliver fast, flexible and reliable funding solutions to
Finally, allowing colleagues to present really helps SMEs nationally in the debt provisioning space less
break down any barriers that you can often see in other than £500,000.
organisations where only very senior individuals present,
and I think this provides great development opportunities I have enjoyed my career development at CCB and
and exposure for colleagues across our business.” look forward to continuing to grow with the Bank.”

Suzanne Newport, Head of Operational Risk Marco Brice, Senior Relationship Manager