Permanent tsb is an equal opportunities employer committed to creating a professional environment in which our employees feel valued, included and empowered to succeed in their career, regardless of gender, age, sexual orientation, race, religion, ability/disability, background or life experiences.

At our core we are an organisation built on the diversity of many different cultures and sub-cultures, established through mergers and demergers over a 200 year period.

Diversity and Inclusion (D&I) became a strategic area of focus for the Bank in 2017 and following an external assessment and consultation with over 100 colleagues we launched the first iteration of our D&I Strategy in 2018.

We set out 8 areas of focus, from customer to brand, recruitment, selection and appointment, to learning, governance and D&I data. We introduced colleague conduct policies and we have worked consistently on creating a culture of speak freely to mitigate group think and support diversity of thought.

In 2023 we launched our revised Diversity, Equity and Inclusion (DEI) Strategy with the addition of Equity being an important step forward, connecting DEI with our sustainability charter, the UN SDG’s and recent focus areas such as GPG reporting and our smart/hybrid work model – view the highlights of our strategy launch below where we invited colleagues and external partners to join us as we celebrated successes and communicated our future areas of focus.

Permanent tsb has made significant progress since launching our D&I Strategy, and in 2023 we received both the CIPD Award for Diversity & Inclusion and the Workplace Excellence Award for Excellence in Workplace Diversity & Inclusion 2023, both recognising our journey and the achievements delivered.

Initiatives that we believe are differentiators for permanent tsb include; Parental Supports, Smart / Hybrid working model, DEI training for all colleagues with additional content for leaders and customer facing colleagues, 4 volunteer led Employee Resource Groups (ERG’s) with a 5^th Ability ERG being established in 2023.

Volunteer groups have delivered menopause supports and education, and recently launched domestic violence guidelines, training and awareness where permanent tsb has committed to supports above the statutory requirements.

DEI is now part of our DNA from brand standards to learning design and while all initiatives are employee led, the governance and leadership is evidenced through board reports, ExCo sponsorship of ERG’s and visibility of leaders who show up, to march in Dublin Pride or participate in panel discussions reflecting their own lived experiences related to DEI.

Permanent tsb’s commitment to DEI is evident in our partnerships and commitments to external organisations; we are one of the founding signatories of the Financial Services Women in Finance Charter, we partner with Business in the Community Ireland (BITCI) on the Elevate Pledge and submit our DEI data to track progress for the annual Elevate Report.

We partner with DCU on the Access Scholarship Programme and partner with Trinity Centre for People with Intellectual Disabilities (TCIPD) internship program and with learning trips for classes to branches. We are also working with AsIAm and Specialisterne to make permanent tsb a more inclusive employer.             

At permanent tsb we are committed to building a Bank where everyone is included and encouraged to share different views and perspectives. We want to represent the modern Irish society we serve and to do this authentically we need to appreciate each other, respect each other, value our diverse contributions acknowledging that the richness of our diversity leads to richer engagements with consumers and society more broadly.

At permanent tsb we believe the better we understand our colleagues, the better we understand, relate to and build trust with our customers and wider communities. 

Our Employee Resource Groups

To support the delivery of our DEI Strategy a number of volunteer led Employee Resource Groups (ERGs) were established to enable employees to join together based on shared characteristics or life experiences.

The ERGs aim to help diverse groups obtain a collective voice within the organisation and serve as an organised and established platform to promote change, organise events and create awareness to support permanent tsb and our people to become more inclusive.

There are currently four ERGs in place:

• PRISM: Our LGBTQ+ Network for colleagues and allies. Prism promotes and values individual differences no matter how our people identify.
• Better Balance: aims to be the catalyst for change in achieving Gender Balance in permanent tsb.
• LiveWell: provides space, connection and support for colleagues to engage in areas of wellbeing important to them regardless of location.
• DICE: Standing for Diversity, Inclusion, Culture and Ethnicity, DiCE works to recognise, value, promote and celebrate people of all races, ethnicities, nationalities and cultural heritage.

Sources

• More information on the DCU Access Programme can be found here.
• Visit BITCI’s Website for this year’s Elevate Report.
• Learn more about the Trinity Centre for People with Intellectual Disabilities TCPID.
• Visit AsIAm for autism related supports and advice.

You can learn more about our commitment to DEI in our Annual Report.