Women in Business at Santander

Encourage a balanced representation of women in Santander and helps female colleagues feel more empowered to fulfil their potential.

At Santander, we aim to have an inclusive culture where people can be themselves and to reflect the customers and communities we serve. Signing the HM Treasury Women in Finance Charter is one way we show our commitment to gender equality, as well as our aim to increase transparency and accountability. As signatories, we have set an ambitious target to have 40% women in our senior roles by the end of 2030. As of August 2025, we have reached 34.4% female representation. This is an increase of 7% from the 27.5% representation we had when first becoming signatories in 2016. While we’ve made significant progress, we need to move faster if we’re to achieve our ambition, and we’re taking steps to accelerate our progress through four key priority areas:

1. Progression Through Sponsorship: Talent Booster

Actively sponsor diverse talent through our Talent Booster programme, embedding formal sponsorship into every development plan. Provide resources, networks, and high-visibility opportunities to accelerate diverse career progression. Support women to gain direct exposure to senior leadership across the bank, shifting the balance from being over-mentored to being fully sponsored.

2. Building an Inclusive Culture

Foster a workplace culture where belonging and psychological safety are the foundation of team success. Actively identifying and addressing barriers to progression facing women in our workplace. Equip people managers with the skills and accountability to create inclusive, high-performing teams. Drive diversity of thought by valuing both demographic diversity and diversity of experience in all decision-making.

3. Recruitment as a Lever for Gender Representation

Widen access to early careers by centralising recruitment, growing apprenticeships, and prioritising internal mobility. Commit to 50% female representation on senior role shortlists, ensuring fair and equitable hiring practices. Focus interviews on skills and potential rather than experience to open doors for more women. Use gender-neutral recruitment tools and unbiased job adverts to reduce systemic barriers in talent attraction.

4. Customers and Community Champion

Female entrepreneurship through our Women Business Leaders’ Mentoring Programme, we have supported over 800 women to date. Deliver a Beyond Mentoring approach that equips female business leaders with practical tools to grow, adapt, and sustain their businesses. Address real-world challenges from the cost-of-living crisis to sustainability ensuring women entrepreneurs have the resources to thrive.