Our commitment to gender diversity

At Capital One UK we’re proudly committed to advancing a diverse and inclusive culture, where every voice is heard and matters. We believe that everyone has a unique point of view to share, and that only by harnessing the power of our collective wisdom can we truly create the best experiences for our associates and customers.

Capital One has always been passionate about advancing gender parity in the workplace. It goes hand in hand with our core value of ’do the right thing’. We know inclusive organisations are more successful and vibrant places to work and we want our talent pools to be as strong and diverse as possible. We’re proud of the progress we’re making. We’ve had women CEOs since 2018 and our Board is 40% women. We don’t have as many women in senior positions as we’d like though and we’re working hard in pursuit of our current target of 40% women in all our senior management roles by December 2025.

We’ve been signatories of the Women in Finance Charter for five years. It’s designed to increase the number of women working in businesses across the financial sector. By signing it, we commit to:

• Appointing an accountable executive to ensure senior leadership accountability for gender diversity
• Setting a target and focusing on meaningful action to help us meet it
• Publishing our progress and sharing best practice with others

As of August 2022, we have a 18:35 (women:men) gender balance in our senior management team which means that 34% of this group are women.

We’ve spent time this year reviewing our internal talent pipelines, benchmarking to better understand our target talent markets, and amplifying how we tell our Capital One story in a way that encourages diverse applicants. Our previous target was 50% with a 10% tolerance which was a bit confusing so we’ve amended that so it is easier to understand and something we believe we can reach. This doesn’t mean that we don’t still have the highest of aspirations. We hope to exceed our 40% target of course, and we’re building on our already strong foundations of work with some long term actions to support sustainable change for the pipelines of the future. We are determined to take focused action and spend time on the things that really make a difference.

Some of these priority areas include:

• Continuing partnerships with experts whose goals to increase the number of women in roles where they have been traditionally underrepresented, align with ours
• Examples include Women in Banking Finance, National Numeracy and Code First Girls
• Targeting our attention on removing specific barriers to progression for women leaders so we can increase the number of women in our most senior roles and create more opportunities for women in our pipelines to move up
• Developing our remote and hybrid working offers so our people can work flexibly and we can recruit from a wider pool of applicants with diverse needs
• Empowering ethnic minority women through our REACH Up development programme
• Supporting the health of our women with inclusive benefits, discounted health checks, wellbeing apps, free sanitary products and open conversations on topics such as menopause and infertility

We have continued to work with our Business Resource Groups to drive a programme of inclusion activity and education and they provide regular insights to ensure that diverse voices are heard and can inform our decision making at all levels of the organisation. Regular bitesize workshop sessions allow all Capital One employees to engage with senior women role models, learn from their experiences and ask questions about their development journeys. 2022 speaker events have been intentional about inviting women to contribute their unique perspectives and we have seen proactive allyship from men as a result of their increased awareness.

We continue to monitor progress against our commitments as part of the Women in Finance Charter, and report to our Board of Directors on a quarterly basis.

Gender Pay Gap Reporting

In line with our obligations under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, Capital One UK is required to publish information regarding our gender pay gap.

Download a copy of our 2022 report (pdf - 535kb)opens in a new tab

Download a copy of our 2021 report (pdf - 1.50mb)opens in a new tab

Download a copy of our 2020 report (pdf - 596kb)opens in a new tab

Download a copy of our 2019 report (pdf - 824kb)opens in a new tab

Download a copy of our 2018 report (pdf - 288kb)opens in a new tab

Download a copy of our 2017 report (pdf - 288kb)opens in a new tab