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Race at Work Charter infographic

Unity Trust Bank signs up to the Race at Work Charter

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Unity Trust Bank signs up to the Race at Work Charter

Published: May 18, 2021

Unity Trust Bank is proud to have signed up to Business in the Community’s Race at Work Charter.

By signing the Race at Work Charter, Unity commits to taking practical steps to ensure we tackle any barriers that ethnic minority people may face in recruitment and career progression.

Race at Work Charter infographic

Our latest Banking Standards Board survey results show that 96 per cent of our employees feel accepted by their colleagues, 89 per cent feel they can be themselves at work and 84 per cent said they are willing to speak up and let their voice be heard.

However, Unity continually strives to improve as an organisation, and we have committed to ensuring that we fully represent our communities, customers, and clients.

Comments from Julia Tarpey

HR Director Julia Tarpey, who has been appointed as Executive Sponsor for Race as part of Unity’s commitment to the Charter, said: “As a socially conscious commercial bank, the Race at Work Charter aligns with our culture and what we stand for as a business – which is helping to create a better society.

“We instil a sense of genuine inclusivity for our employees but aim to improve at every level, so we are proud to sign up to this Charter.”

Julia’s responsibilities will include providing visible leadership on race and ethnicity, championing ethnic minority representation, and supporting mentoring and sponsorship programmes.

Race at Work Charter and Unity

Other commitments by Unity in line with the Race at Work Charter’s principles include:

  • Capturing ethnicity data, improving HR systems for applicant tracking during recruitment and monitoring any ethnicity pay gap
  • A commitment from Unity’s Board to zero tolerance of harassment and bullying, diversity and inclusion training for employees and encouraging colleagues to challenge any behaviours that do not align with the bank’s values
  • Introducing performance objectives for leaders and managers to support an inclusive culture, including unconscious bias training
  • A new mentoring programme to support career progression for colleagues and reviewing entry criteria for the Leadership Development Programme so it’s more inclusive