Equity, diversity and inclusion statement

At Triodos Bank UK, our mission is ‘to help create a society that promotes the quality of life for all its members on a thriving planet, with human dignity at its core’. This means that we value having a diverse workforce and recognise and value the contribution every co-worker at Triodos makes.

For us, diversity is about bringing different ideas and perspectives to the table, which in turn helps us to thrive and grow a sustainable business. Being inclusive means fostering an environment in which each and every co-worker feels safe to bring their ‘whole self’ to work and we work hard to create this, aiming to ensure the best talent comes to the fore from all backgrounds, outlooks and cultures.

In terms of our loan portfolio and strategy, we have a specific focus on social inclusion. We have financed projects supporting people at risk of social exclusion, housing those migrating to the UK and many others, which in turn benefit minority ethnic groups and many forms of diversity.

As a business, we have publicly stated our ambition to become more representative of the customers and the communities we serve, and particularly our UK home city of Bristol. This is why over five years ago, we developed our first formal diversity and inclusion strategy, having worked with the issues for several years.

Our Equity, Diversity and Inclusion strategy was updated in 2024 to reflect three specific areas of focus, with targets that run from 2025-2028. Our strategy, and progress towards our targets, is reviewed periodically at Senior Management and UK Board meetings.

Here are some highlights of what we’ve been working on, as well as new initiatives in development.

We take a broad view of equity, diversity and inclusion and are committed to being an inclusive organisation where everyone feels a sense of belonging. Following an EDI data survey in 2024 we agreed that our three main areas of focus are gender, ethnicity and socio-economic background. The data was reviewed in 2025 to confirm that the targets were correct and to measure progress. We have committed to reporting progress to the UK Board on an annual basis.

There are a range of initiatives supporting our EDI strategy.

EDI training

We are committed to ensuring that all co-workers have the required training to support our journey to being fully inclusive. All co-workers are required to complete e-learnings on inclusion and diversity. Babbasa – a Bristol-based social enterprise – have provided training for our hiring managers and we will look to expand on this learning in 2026. In 2025, we also ran code of conduct workshops for all co-workers with a focus on inclusion. Additionally, all co-workers have been required to undertake training in the prevention of sexual harassment to ensure that our workplace is one that fully embraces dignity at work.

Apprenticeship and university placements

We have introduced and grown apprenticeship and university internship schemes to nurture future talent at the beginning of their careers and using the intern scheme and the Apprenticeship Levy to try to support the development of under-represented groups.

Flexible working

We continue to actively support and promote part-time and flexible working arrangements to appeal to the widest range of talent. This includes offering our co-workers flexibility around how they structure their working hours and where they work (from home or the office). We continue to review our policy and approach to flexible working to ensure that we are as inclusive as possible.

Inclusive dialogue with co-workers

We continue to champion inclusive practices in development and performance management. We will review this again in 2026 to see what further improvements can be made to mitigate against any unconscious bias. To keep in touch with how co-workers are feeling, inclusion questions are asked in our regular "Pulse" survey.

We aim for our co-worker population to reflect Bristol census data in respect of gender and ethnicity. Our co-worker numbers are currently in line with or above the Bristol census data, however, we still recognise that we have further work to do to ensure that this representation is reflected at all levels in the organisation.
The bank has gone from less than 10% of job offers to minority ethnic candidates in 2019 to 22% in 2024. This is consistently above the level of minority ethnic representation that exists in Bristol (19%) where the UK Head Office is located.
In 2025 we saw our gender pay gap reduce for the fourth year in a row. 55% of internal promotions were awarded to women and the number of women with roles at our most senior pay grades increased. Currently 40% of our Board and Senior Management Team are women, which is in line with the Women in Finance target we set ourselves. However, we still want to increase the numbers of women in our more senior salary scales to reduce our gender pay gap further. We see addressing our gender pay gap as a long-term journey and we’re committed to the plan we have put in place to work towards our aspiration of a 0% gap.

We have developed Equity, Diversity and Inclusion targets which are sponsored by our CEO. Progress against the targets are reported to our Senior Management team and our UK Board annually.
In 2023, we carried out research on neurodiversity around the bank to identify processes in the recruitment and onboarding stages that can be improved and made more accessible for those who are neurodivergent. This led to updating our job descriptions to make them easier for neurodivergent candidates to read and understand. We continue to look into further improvements following this research. In 2024, we ran a pilot mid-career development programme for our female co-workers. In 2025 a full development programme was launched with priority given to female applicants with the aim of developing the skills for career development.
We will continue our work to source and publish more inclusive case studies and photography of Triodos customers from under-represented groups on our website.
We will continue to use our social media channels and website articles to profile more environmental and social campaigners from under-represented backgrounds.
Our Business Banking team are reviewing how we can apply greater scrutiny to the approaches to EDI within the organisations we finance.
Our parent company operating in Europe, Triodos Bank N.V., has signed the Dutch Diversity Charter, with a commitment to increasing diversity and creating an inclusive culture. Triodos will continue to work on a clear vision on diversity and inclusion in the coming period and will actively involve its co-workers.

Equity, diversity and inclusion statement

Our work so far

Accreditations

Initiatives

EDI training

Apprenticeship and university placements

Flexible working

Inclusive dialogue with co-workers

Triodos Inclusion Forum

Progress

Our work outside of our organisation

The work continues

Main

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I'm looking for

Positive impact

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EDI training

Apprenticeship and university placements

Flexible working

Inclusive dialogue with co-workers