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Gender equality goals and progress

Handelsbanken gender equality goal

By the end of 2021 Handelsbanken aims to have 30% female leaders and 40% female leaders by the end of 2026.

Progress against the goals as of 30 June 2020

In the UK Bank as a whole, there has been an increase of 9% (2016: 18%, 2020: 27%) of women in leadership positions since 30 June 2016. Female representation on our board is 43% and 40% on our executive committee. 46% of our existing employees are now women with women making up 48% of new recruits in the 12 months to 30 June 2020. With continued increased focus on gender equality, diversity, inclusion and well-being, we intend to continue to make progress towards our stated goals. 

We are developing and implementing our Diversity and Inclusion (D&I) strategy and are increasing its scope beyond gender. Our UK D&I Forum is actively working with senior management, external consultants and our wider employee base to form a strategy which is inclusive and reflective of the communities we operate in. In the coming years this will entail data monitoring beyond gender, awareness building on different strands of diversity, inclusion and wellbeing, and embedding D&I best practices in terms of processes and policies within our customer and employee life cycle. 

We continue our efforts in monitoring progress against our gender equality goals across all areas of the business. In particular, we are working on achieving our gender equality goals through diversified recruitment pools, training, robust succession planning, career and leadership development programmes and opportunities.

In line with Handelsbanken’s decentralised model, each leadership team works with their own area of the business towards greater gender equality and diversity to benefit our customers and employees.


Working to support diversity and inclusion

Some examples of how the different leadership teams are working to support diversity and inclusion within their areas are as follows:

  • Gender balanced recruitment shortlists requested for vacancies including internship programme and removal of all ‘identifiers’ from CVs in order to reduce unconscious bias in hiring 
  • Operating a ‘Fast Track Back’ programme where female candidates who are returning to work after a period out of work or maternity leave are transitioned back into the business at pace and with formal support and career planning 
  • Soft skills and technical skills training has been introduced, including a ‘reaching out to customers’ workshop which has given less experienced Account Managers the confidence to contact customers during Covid-19.  Some female account managers have fed back that this has built their confidence and they have had excellent feedback from customers. 
  • Career path and development podcast series by female leaders with a view to encourage and support other females into leadership roles

Please note: data used is as at 30 June 2016, 30 June 2017, 30 June 2018 ,30 June 2019 and 30 June 2020