Our goal at Starling is eventually to eliminate the gap. Not only is this right and fair, we believe it is likely to make for a more successful company. And that, in turn, should mean a better service for our customers.
One approach we are taking to eliminate the gap is focusing on our talent pipeline. In 2021 we’re launching our inaugural Starling Management Programme. This will be fully inclusive and open to all those in their early management career. We will be ensuring that we have representations from all diversity strands including gender.
As part of our ongoing commitment to the Women in Finance Charter and other initiatives, our aspiration for 2021 is for 40% of senior leadership positions to be held by women - we are currently at 43%.
But gender is only part of the picture.
If 2020 was the year of the pandemic, it was also the year when the world was reminded of the need to work harder on diversity on all fronts. At Starling we’re committed to narrowing the representation gap to produce more racial and ethnic diversity, particularly at a management level. We are collecting data with a view to finding new pathways to promotion internally, as well as working to attract new and diverse talent from outside.
* Gender pay gap figures for 2019 published by Starling in April 2019 have been updated