TSB Bank

Building Inclusion at TSB: A Journey Towards Diversity "Having spent 15 years in TSB branches before transitioning to head office in 2014, I was taken aback by the contrast in diversity. The branches I’d worked in had always reflected our diverse customer base, but this was not mirrored in our London head office. I helped pull together a small team to look at why this might be and what began as a recognition of a gap, evolved into a passionate drive for change, something that we are seeing bear fruits today in a much more diverse business. I joined our TSB Inclusion Network and we started talking to senior leadership about the need for increased focus on Black and minority ethnic representation. These conversations laid the groundwork for establishing the TSB Ethnicity Network. Our mission was clear: to challenge and assist the business in fostering a diverse, inclusive environment where everyone feels safe to discuss issues openly. As a network, we pushed for diversity targets which TSB adopted in 2021 and have made good progress on since. We also hosted events to engage the broader TSB community on topics around race equity. We've been fortunate to welcome influential speakers like Michael Holding, David Olusoga, and Dame Floella Benjamin, whose powerful messages transcend race and gender, sparking momentum and shifts in conversations. This year’s Black History Month focusses on ‘Reclaiming the Narrative’ and we’re taking a new approach. Instead of celebrity speakers, we're featuring a panel of TSB colleagues sharing their personal experiences. While external speakers can motivate, there's a profound impact in hearing firsthand accounts and lived experiences from inside TSB, something we can do as our team is so much more diverse today. The TSB Ethnicity Network may not be present in every room daily, but our goal is to ignite essential conversations that persist beyond our direct involvement. We want to empower all colleagues, from all ethnicities to share their perspectives. Together, we are paving the way for continuous dialogue, fostering an environment of inclusion and representation for all." Adam Beddoe Operational Risk Manager, TSB #Diversity #Inclusion #TSB #EthnicityNetwork #BlackHistoryMonth #BringOnChange #ReclaimingNarratives

Our priority remains to support and protect innocent victims of fraud. That’s why TSB customers won’t pay £100 excess on claims where we refund. For more info about the new rules and how to protect yourself against fraud, head over to our Fraud Prevention Centre: https://lnkd.in/eDgnj9Jp

We know how challenging it can be to escape abusive relationships. Which is why our Flee Fund gives domestic abuse victims up to £500 to pay for essentials that make leaving possible with no need to pay it back. If you need us, we're here. Talk to us privately in any TSB branch or via video call. Find out more here: https://lnkd.in/e-GKFQXg

Are you speaking comfortably? #IMPACTMATTERS “For 99% of people, talking is effortless. Talking allows you to engage in life. For me fluency is a gift that I only came to appreciate when I had my second son Cameron. Cameron stammers. Why people stammer is not yet clear, but it affects around 1% of adults, with men being around four times more likely to stammer than women. This means there are 50 million adults that stammer. It is an ‘invisible disability’ which varies from person to person and is not really understood. However, when it happens it becomes incredibly visible. Recruitment can be the first of many workplace hurdles. Interviews are stressful for most of us, but they are even more stressful for those who stammer. Sadly, people often falsely equate intelligence and excellent communication skills with speaking fluently. Therefore, those who stammer, frequently experience prejudice and end up in jobs which are well below their potential. In a world that values immediacy and convenience, is it any wonder that so many people who stammer try to keep this hidden? Cameron's stammer varies from moment to moment, but the only certainty it provides is that it's always there ready to ambush him. Although currently in employment, it was extremely difficult for him to reach that destination. It is so hard to watch your child struggle to achieve something you know they are capable of whilst having to battle with something that isn't in their control. There are only so many times you can say “don’t worry, you’ll be fine, just be yourself” knowing that the stress of stammering could hi-jack their opportunity of success. I spent many hours trying to find help for Cameron, including finding someone who could act as mentor. One of the people I identified was Iain Wilkie who had set up an amazing support programme called 50 Million Voices. He generously put him in touch with others who could help & encourage him. Given Iain’s kindness and my own hope to raise awareness of the issues faced by people who stammer, I offered to help. As a result of the brilliant support from some amazing people at TSB, who helped me to 'Do What Matters', TSB have supported this charity. To date, TSB has taken part in 6 events, and we have had nearly 40 amazing volunteers who have generously given up their time to take part. Our collaboration with 50 Million Voices has helped us shape how we do things, given better insight and understanding of the difficulties and the considerations people who stammer may need, and changed the conversation. Making a positive difference whether that be for colleagues, customers or those with a disability or health condition is something everyone can help with.” Jane Milne, Money Confidence Expert, TSB #InclusionWeek #ImpactMatters #ProudToBeTSB

At TSB financial inclusion is not only a key part of our Do What Matters Plan, it is also an integral part of our purpose, Money Confidence. For Everyone. Everyday. To drive financial inclusion we focus on: • Working locally with our communities to improve their Money Confidence • Supporting customers who are most vulnerable by tailoring our products and services TSB has a long history of working with communities to help them thrive. We’re using our Money Confidence insight to deliver targeted community activities to help those most in need – and in turn, deliver on our purpose. We know that over 30% of 18-24-year-olds have low-to-no Money Confidence, and we want to improve this by supporting young people as they take their first steps toward financial independence. Federika Coll who is leading TSB’s Money Confident Communities Programme says; “We want people in our communities to be money confident, that’s why we’ve developed our new Money Confidence workshops targeted at secondary school children aged 14 and over. And we have also created specific workshops for vulnerable customers and members of our communities who need it most.” In 2024 alone we’ve delivered over 150 workshops reaching around 7000 pupils, thanks to our TSB colleagues, who have been using their volunteering allowance to help. #MoneyConfidence #ProudToBeTSB

Last week I was honoured to represent TSB Bank on the judging panel for the Pride of Britain Awards. With so many phenomenal entries it was a truly special, if very difficult process! These are challenging times and reading through the stories of bravery and sacrifice served as a timely reminder of the inherent good in the vast majority of people. I cannot wait for you all to hear the stories of this year’s incredible winners, but you’ll have to watch the Awards later this year on ITV to see them for yourselves! In particular keep an eye out for our TSB Community Hero Award winner, whose story is both moving and inspiring. #PrideOfBritainAwards #ProudToBeTSB

🎉 We’re very proud to have won ‘Best Direct Lender’ and ‘Best Fixed Rate Mortgage Lender’ at the what MORTGAGE Awards 2024. Thanks to everyone who voted for us and to all the teams involved in developing quality products for our customers.

Today, we've published our financial results for the first half of 2024 and how we’re continuing to support our customers to feel more confident with their money. You can read more details on our financial results here: https://lnkd.in/eb_-GJwN #MoneyConfidence #DoWhatMatters

Check out part 2 of the interview between TSB general counsel Guy R S Dunlop and CMO Emma Springham about authenticity, coming out at work, and why DEI is something to get excited about, not a box to tick. EMMA I always say to people, join the networks, because then you've got a really safe space to talk about your ideas and what you want. And that's where change can happen. Our networks go straight into Exco, all our networks have an executive sponsor. And Guy is a great example, I love that buy-in, that it comes right from the top. GUY It’s important in a way that I had never appreciated. I've had to learn that. And for the network itself, every time I'm engaged, it fires them up, and you can see that they're enthused. I say to my network, it’s important to make us as a management team uncomfortable. That's the role of advocacy. Because if you're not prepared to do that, you're not going to effect change. To have a culture where you can have that conversation at the most senior level, I think is a huge success in TSB. EMMA I think on my side, it's also how I'm making those networks proud with the work that I'm doing through the comms to the customers. I think that's really important. For example, we might feature a same sex couple - we don’t put a badge on them, it’s quite subtle, but it’s about making sure we’re reflecting our values when we talk to customers. GUY The thread through everything we do is seeking a great outcome for customers - everything we do has an impact on them. People asked why we needed pronoun badges in our branches, but that was missing the point. We want to have a visible opportunity to enable someone to be addressed using their correct pronouns. That works really well for customers. If they come to the branch, and someone is wearing a pronoun badge, it indicates "I understand and I’m accepting of who you are”. And that makes it easier for the customer to feel safe. EMMA We've created some really, what I'd call brave, social content, where we partnered with influencers who have a voice on D&I topics and they lend us their advice and challenge. It’s about showing our customers who we’re and that they’re safe with TSB, whilst acknowledging this is a journey and we want to keep getting better. GUY The simple aim is equality - how do you include people in a way that makes them feel equal to everybody else? It must be a holistic approach. And it’s really important to face into potentially controversial or difficult subjects. So that thread of equality runs through how we approach employment policies, which includes supporting colleagues who are transitioning. For us, in supporting our colleagues and ensuring all our customers feel safe and seen, it’s simple, if you're transitioning, you know that we're going to support you. That’s why this recognition from Stonewall matters as it's a proof point for us, an external, credible proof point that we’re doing the right stuff. But it’s also a challenge - what more can we do?

As we’re named as a Top 100 employer by Stonewall, TSB general counsel Guy R S Dunlop and CMO Emma Springham chat about authenticity, coming out at work, and why DEI is something to get excited about, not a box to tick. Read part 1 below and keep an eye out for part 2. EMMA I think it's fundamental for people to be able to be themselves at work. I had to hide my own sexuality when I was younger in my career, because I was hiding it outside with my family. And it's hard work. It feels exhausting because you're always a little bit on the defensive. When I'm coaching people to come out at work or be their authentic selves, you just see a difference in their confidence and the way they act at work. GUY That’s right. When people can be open about who they are, they are more effective at work. And it's because they're simply not having to hide or shield themselves from difficult conversations. And it's incredible how difficult that can be in workplaces with a poor approach to DEI. You end up with individuals who are tense, uncomfortable, having to avoid certain types of conversations. Whereas an inclusive environment simply means people are who they are, and they can bring all their talents to the workspace. EMMA Also, it's really important to have fun. When people can be their authentic self, you get that fun side. We get magical moments in our lives - promotions, anniversaries, kids, all those lovely things. But we also all have miserable moments that completely knock us off. How do I encourage people to talk about that? If people are honest about what's going on in their life, I can then make sure that I've got the right support around them. If I talk about my vulnerability, I find that people are more open to talk about themselves and their own lives. And Guy’s brilliant at this, just being really open. GUY Well, I am who I am, and I was able to disclose it. And actually, it's been really powerful because it's been an opportunity for me to use my own experience to set the tone within the business that this matters. So, while I don't wave the flag marching down the hallways, I'm happy to talk about my experience, I'm happy to lead the LGBTQ+ network, because I think it's important that people see the role modeling throughout the organization, around what DEI means means for us, and why it actually matters. EMMA I don't stand there and say, oh, I'm gay. But if I talk about my family, of course, it just happens to be a woman and kids that come up so people can put two and two together. GUY I agree with Emma. Conversations don’t start with "Are you heterosexual?" or "Are you gay?" I'm comfortable taking my partner to work events, and what's lovely is that people just say, "Hi, Eric. Nice to see you again." And that normalization of people in relationships, like all of us are, means I don't worry about it in the way that I did initially.