Conference

Diversity & Inclusivity Finance Forum

Membership Company Diversity and Inclusion Activities

The Diversity & Inclusivity Finance Forum is an important gathering of influential industry peers, in an inclusive network which aims to discuss and promote key ideas and activities to create a more balanced and fair mortgage industry.

The forum is designed to create an environment that will increase diversity and inspire inclusion, and help our peers feel fully supported within the business community regardless of race, ethnicity, gender or sexual orientation, ensuring success is rewarded for hard work and ambition and to offer a valuable networking environment to promote learning and success for all.

A balanced workforce is good for business – it is good for customers, for profitability and workplace culture and we hope this series of events will provide the platform for positive change.

If you would like to become a member, please get in touch with iain.cartlidge@ae3media.co.uk for more details.

About

A balanced workforce is good for business – it is good for customers, for profitability and workplace culture and we hope this series of events will provide the platform for positive change.

The forum is split into two membership tiers; leadership and executive.

Leadership Membership
The overall objective for this group is for members to be inspired, broaden understanding and enhance skills to become advocates for entrenching balance, diversity and inclusion in the mortgage market.

Each event will have speakers from within the industry and parallel industries. Innovative thinkers and success advocates. Our hope is that each member will acquire new skills, increase confidence, resilience, and credibility to assert influence in their organisations and the wider market, and to lead change and empower colleagues.

Executive Membership
Members will benefit from a developmental programme to help them understand what they should expect from a diverse and inclusive workplace, how to navigate diversity conversations with key stakeholders and how they can instil an inclusive culture in their teams and colleagues where everyone feels valued and understood. The sessions will ensure we build a community that helps members to collaborate, inspire each other, and take ownership of positive change within their business. These events will provide access to innovative speakers, topics, and industry experts.

We aim to build a networking framework that generates support, advice and ideas for members to promote diversity within their organisation and enable a pathway for diversity to succeed.

Hear what our members have to say:
“Thanks for organising the session. I only have positive feedback from the event – a really useful insight into diversity in recruitment with practical advice noted to take away.”
Susan Corcoran, Halifax Intermediaries

“Great session today, thank you for the invite. Very powerful thought provoking.”
Vin Lin Dain, NatWest Intermediary Solutions

“I found the session very interesting and informative, so I’m pleased I was able to attend.”
Edwin Elder, Aldermore

“This is only the second ‘DIFF’ I have attended and once again I have been blown away. Each of the sessions has left me reflecting inwards at both myself and society in general. Thank you so much for pulling these events together, they are as always super insightful and useful.”
John Scrivens, Skipton Building Society for Intermediaries

“Great event as always. Very thought provoking.”
Claire Smith, Mortgage Advice Bureau

If you would like to become a member, please get in touch with iain.cartlidge@ae3media.co.uk for more details.

Principles

Membership Companies

Membership Company Diversity and Inclusion Activities

2plan Wealth Management
At 2plan Wealth Management, how it does things is just as important as what it does. Its approach to business, collaboration with advisers, and the way it supports colleagues and customers all contribute to shared success.

The business is committed to building an inclusive workplace where everyone feels they belong. Diversity, equality, and inclusion aren’t just ideals – they’re essential to its culture. When people feel valued, they thrive.

At 2plan Wealth Management, customers matter, and purpose drives everything it does.

Accord Mortgages
Accord is part of the Yorkshire Building Society (YBS) Group.
The Group is committed to celebrating diversity and delivering lasting change for everyone, whoever they are. It is open about its stretching goals and current progress in ‘Our Promise’. The YBS website hosts a diversity and inclusion page (Diversity, Equity & Inclusion – Yorkshire Building Society Careers (ybscareers.co.uk) which shares details of its commitment, colleague networks, momentum measures to visibly track its progress and a copy of ‘Our Promise’. This is included in the D&I page on the Accord website too, along with wider industry collaborations and the lender’s Inclusion and Diversity Partnership Charter. Inclusion and diversity | Intermediary Only Lender (accordmortgages.com)

Accord is passionate about improving inclusion and diversity within the business and the wider mortgage industry. It wants to create an environment where everyone can be themselves and thrive. Accord has high expectations of our colleague’s behaviour, and in return, expects the same from those it works with. This is set out in the lender’s Inclusion and Diversity Partnership Charter, the first of its kind in the industry, so you know what it means to work in partnership with Accord and YBS

Aldermore
Aldermore is committed to creating a more inclusive, equitable and sustainable future – for its colleagues, customers, and the wider financial services industry. As part of the FirstRand Group, Aldermore’s purpose is to back more people to go for it in life and business – and that includes championing diversity, equity, and inclusion (DEI) at every level.

The bank’s annual Report to Society showcases its progress and ambitions. These include:

Investing £330,000 in apprenticeships to attract and develop diverse talent.
Doubling socio-economic data capture to better understand and support underrepresented groups.
Launching a colleague sustainability training programme, with over 200 mid-to-senior leaders trained.
Supporting over 9,000 vulnerable customers through new strategies and policies.
Revamping mortgage products to support customers with historic credit challenges.
Promoting financial inclusion through new savings products that reward consistent habits.
Committing to net zero by 2050, with clear pathways for reducing operational and financed emissions.

Aldermore also continues to support the Women in Finance Charter, with 38% female representation in senior leadership and a strong focus on mentorship, inclusive recruitment and leadership development.

The bank sets high expectations for inclusive behaviour across its business and expects the same from its partners. Together with its partners, Aldermore is helping to shape a mortgage and financial services industry that is more representative, more inclusive, and more human.

Alexander Hall Associates
At the start of 2025, Alexander Hall launched its first People, Culture & Inclusion (PCI) Committee, a passionate team dedicated to creating an inclusive workplace where everyone can thrive. Its mission is to empower colleagues through collaboration and wellbeing initiatives that celebrate diversity and authenticity.

One of its first actions was introducing a Multi-Faith Prayer Room, providing a dedicated space for colleagues of all faiths to pray and reflect. It also organised a wellbeing walk, encouraging everyone to step away from their desks, recharge, and connect in a relaxed setting; a simple but powerful reminder of the value of slowing down together.

To recognise and celebrate its people, the business introduced two new initiatives: the monthly Support Staff Award and the Alexander Hall Values Champion Award, both nominated by peers. These awards highlight individuals who go above and beyond, reinforcing the culture of appreciation and respect.

Supporting mental, physical, and emotional wellbeing is central to Alexander Hall’s approach. It is proud to be a signatory of the Mortgage Industry Mental Health Charter (MIMHC), reinforcing its commitment to mental health support across the sector. At Alexander Hall, inclusion isn’t just a policy, it’s a culture.

Altura Mortgage Finance
Altura is very proud of the diverse team it has built, despite being a small company. Diversity is part of its core and has been important to the management team since before launching Altura.

The managing director is a board adviser to Circl, a social enterprise helping underrepresented young adults between the ages of 18-24 who are highly motivated but lack access to the opportunities and networks that can help them move forward. He is also a founder member of The Accrue Network, set up with the purpose of improving Black representation at all levels, across the mortgage, protection and financial planning sectors.

In both of these capacities, he mentors young professionals in the finance industry, advising them on their careers, setting them up with opportunities, and introducing them to others in his network who might do likewise.

In November 2022, Altura received sponsorship from a major lender for membership of the

Mortgage Strategy DIFF initiative. Members of the team will be taking part in podcasts in

2022/23. In the same month, Altura also became a signatory to The Mortgage Industry Mental Health Charter. Altura is a supporter of the Children’s Book Project which works tirelessly to ensure every child gets to own a book and take it home.

Promoting self-worth and encouraging good habits is such an important step in inclusivity for those that feel excluded from society, even at such a young age.

In 2023 Altura was proud to win the Diversity & Inclusion Broker Champion award at the Mortgage Strategy Awards.

AMI
The Association of Mortgage Intermediaries (AMI) recognises the importance of the mortgage industry, and the wider financial services market, having diversity and inclusion initiatives at its core.

AMI has played a pivotal role in advancing diversity, inclusion, and equity within the mortgage industry. Its 2021 Diversity and Inclusion Viewpoint gathered information, via survey responses from over 1,100 professionals, to offer a snapshot of the sector’s inclusivity and identified both personal behaviours and systemic changes needed sector-wide. With such invaluable insight, a further Diversity and Inclusion Viewpoint is being considered for 2026.

AMI continues to focus on diversity and inclusion through its collaborative initiative formed with IMLA, Working in Mortgages, where its free mentoring scheme now has over 300 signups and many successful pairings. We also recently collaborated with the Financial Reporter for its 30 under 30 Scheme to introduce industry leaders and to celebrate their hard work.

Aviva
Aviva is committed to creating a diverse and inclusive organisation. It is a fundamental part of living up to its purpose of being with you today, for a better tomorrow. It means being there for all its people, serving all customers well, and helping to contribute to fairer, more equal communities.

For example, an internal network of employee groups champions the needs of different ages, genders, sexualities, abilities, races and socio-economic backgrounds; the Group CEO is the UK government’s independent “Women in Finance” champion.

Aviva is determined to keep challenging itself to do more to build a workplace – and society – that works for all.

Bank of Ireland for Intermediaries
Inclusion and diversity is important to the bank’s customers, colleagues, and commercial success as a business. That’s why it is taken seriously.

Inclusion and diversity is important because the countries and the communities in which it does business are diverse, as are the bank’s customers. That diversity is reflected across gender, age, neurodiversity, sexuality, ethnicity, socio-economic background, marital status, religion, and ability.

The organisation strives to reflect the diversity of the customers it serves. By understanding customers better it can deliver better customer outcomes, which helps build a more sustainable business.

Bank of Ireland is committed to fostering a workplace where all colleagues are treated with dignity and respect. Its aim is to welcome everybody, enable fair career progression, and provide a safe place for all colleagues to work. To support this, it has designed a range of programmes, policies and colleague networks to drive continued improvement in relation to gender balance, ethnicity, LGBTQ+ inclusion including transitioning at work, family and carers, accessibility, multiculturalism, neurodiversity, and intergenerational issues.

The bank will continue to adapt its inclusion and diversity policies and support.

bClear Communications
bClear operates an equal opportunities policy. Its culture is shaped by its values and diversity and inclusion form a key part of the way that it operates. The business nurtures an environment that celebrates honesty and integrity, loyalty and respect, where every colleague is treated as an individual.

This extends to everything it does, from the recruitment process through to learning and development and is instigated through its equal opportunities policy.

When recruiting, bClear use inclusive job descriptions and adopts structured job interviews to ensure every candidate has the best opportunity to present themselves. It endeavours to always recruit the best person for the job and bClear has a 50/50 split between men and women, across a range of ages.

It also work with clients, some of whom are the most diverse in the UK, actively helping them to promote their activities as well as its own.

The bClear Charity Fund actively supports up to 10 charities every year. The majority of those charities help to make life better for people facing a range of challenges, which this year included supporting disabled children, disadvantaged young people, the visually impaired, suicide prevention and dementia care.

Bubble Finance Hub
D&I are integral to how Bubble operates. The business believes that a diverse workforce drives innovation and creativity, strengthening the ability to deliver superior financial services.

Bubble is committed to cultivating an environment where every member of the team regardless of race, gender, age, ability or background, feels valued and respected.

Everybody should be able to contribute their unique perspectives.

The business strives to create a culture which celebrates diversity, which in turn reflects the rich diversity of the clients it serves.

Connells Group
Connells Group is committed to creating a workplace that is inclusive, equitable and representative of the communities it serves. The company promotes awareness and understanding through training on unconscious bias and mandatory discrimination training, alongside cultural initiatives such as Pride celebrations and disability inclusion. Its original Women in Leadership programme has evolved into Pathways, a development initiative supporting underrepresented groups across the business.

Connells publishes gender pay gap reports and is working to improve representation in senior roles to address disparities. Wellbeing is central to its inclusion efforts, with access to mental health resources, an Employee Assistance Programme and trained Mental Health First Aiders. The Group also fosters psychological safety, encouraging open dialogue and support across teams.

In recognition of its inclusive employment practices, Connells Group received a Silver Award from the Defence Employer Recognition Scheme, reflecting its support for the armed forces community.

Through these initiatives, Connells Group is working to create a workplace where everyone can thrive, regardless of background or identity.

Coreco
Recognising the importance of diversity and inclusion, Coreco engaged the Employers Network for Equality and Inclusion, to give its people compulsory D&I training, a fantastic, eye-opening session everyone got something from.

The next stage is the Talent Inclusion and Diversity Evaluation once our membership of this organisation is confirmed.

The business has created a suite of promises that it endeavours to live by, discussed openly with its people: It always looks to create a workplace environment and culture that encourages diversity of thought and inclusion, preventing any form of discrimination.

Coreco also looks to:

Have a diverse team that embraces people from all walks of life and backgrounds,
Allow clients to see themselves in the people it employs – they are all different, and proud to be so
Increase employee knowledge and awareness of mental health, well-being issues and behaviours, and encourage diversity of thought
Reduce the stigma around depression and anxiety in the workplace

At present Coreco’s stats are: Board: 20% female, senior management team: 100% female, company: male 59% / female 41%, ethnicity: 16%, LBGTQ: 2%, neurodiverse: 6%

Coreco’s biggest learnings are around recruitment, advertising equal opportunities, wording job adverts and roles that do not put off genders or minority applicants.

Coreco is proud to be an equal opportunities employer and is fully committed to a policy of treating all its employees and job applicants equally. It’s literally hard-wired in its DNA: https://www.coreco.co.uk/about-us/coreco-dna

The business’s values and culture are highly visible, such as its D&I website page – https://www.coreco.co.uk/equality-and-diversity

Coventry for Intermediaries
As a purpose-led organisation, Coventry is serious about diversity and inclusion. Not only is it the right thing to do for colleagues, communities and members but there’s also strong research that suggests more diverse businesses outperform their competitors.

The mutual has partnered with Right Track, a leading culture-change specialist, to develop a series of workshops and toolkits aimed at fostering an environment where everyone’s uniqueness is valued. Its Ethnicity Career Development Programme is part of this commitment, with an ambitious goal of having 25% of management and above roles filled by colleagues from ethnic minority groups. It now proudly supports nine employee networks that host a variety of engaging events—whether it’s celebrating Black History Month, marching through the streets for Pride, or raising awareness about living with disabilities. These efforts contribute to creating an inspiring workplace where everyone feels they belong and can thrive.

Crystal Specialist Finance
Crystal Specialist Finance is proudly proactive in embedding diversity, equity and inclusion at every level of its business. Its culture is built on fairness, respect, and the belief that every individual should feel valued, supported, and empowered to thrive.

Since 2020, Crystal has embraced flexible and hybrid working practices, supporting family life and enabling greater career continuity — particularly for women returning to work. This approach has helped the business attract and retain exceptional talent and build a truly inclusive environment.

Its progress has been recognised across the industry, with awards and accolades that reflect both its values and results:

In 2024, it launched the Crystal Inclusion & Diversity Network, driving ongoing dialogue, training, and opportunity across the business. It is proud that 54.5% of the workforce is women, with increasing representation in leadership roles. Crystal’s commitment also extends to wellbeing and allyship, with trained Mental Health First Aiders and an active LGBTQ+ Allies Group supporting inclusion every day.

Crystal’s Group Sales Director, Jason Berry, is also co-founder of the Mortgage Industry Mental Health Charter (MIMHC), which continues to lead the industry’s movement to improve mental health awareness and support across workplaces nationwide.

Together, these initiatives reflect Crystal’s belief that a diverse, inclusive, and mentally healthy workforce is not only the right thing to champion — it’s the foundation of a stronger, more successful business.

Fleet Mortgages
Fleet Mortgages is committed to fostering a safe, inclusive and supportive workplace where every employee feels valued and proud to belong. To help embed this culture, it has introduced a range of training initiatives and awareness activities designed to promote diversity, equity and inclusion across the business.

Recently, it launched The Village – a dedicated parent support group that enables employees to connect, share experiences and access guidance. This initiative has been particularly helpful for parents returning from parental leave, providing a network of understanding and support.

As part of its commitment, it introduced a bespoke management development programme, which includes modules on DE&I and unconscious bias to help leaders foster inclusive teams. It also marks key awareness days and cultural months throughout the year, offering educational sessions to deepen understanding of different cultures, faiths and lived experiences. Regular lunch and learn sessions have covered a range of important topics such as menopause awareness, mental health and LGBTQ+ inclusion. Additionally, it provides a dedicated faith room in the office to support colleagues observing their religious practices during the working day.

Fleet is proud to have signed up to the Menopause Workplace Pledge and the Women in Finance Charter.

Habito
At Habito, diversity and inclusion are at the core of the company culture and values. It is committed to building an environment where everyone, regardless of background, identity, or experience, feels empowered to contribute and grow. It actively supports gender balance, racial diversity, and LGBTQ+ inclusion through its recruitment, development, and retention practices. By prioritising inclusivity and open dialogue, Habito believes it can drive meaningful change both within the financial industry and in the communities it impacts. The business’s current employees identify as follows:

Executive team – 50% male / 50% female

Leadership team – 60% female / 30% male / 10% prefer not to say

All staff – 50% women / 40% men / 9% prefer not to say / 1% Non-binary

Ethnicity – 41% not of White-British origin

LGBTQ+ – 3%

HSBC UK
HSBC UK require people to treat colleagues, customers, and members of the community with dignity and respect.

It is creating an inclusive business.

The bank does not tolerate discrimination, bullying, or harassment on any ground, including age, race, caste, ethnic or national origin, colour, mental or physical health conditions, disability, neurodiversity, pregnancy, parent or carer role, sex, gender, gender expression, gender identity, sexual orientation, marital status or other domestic circumstances, employment status, socio-economic background, working hours or other flexible working arrangements, or religion or belief.

It aims for its workforce to reflect the diversity of the communities in which it works, and the customers it serves. Where appropriate, it takes proactive and positive steps to ensure diverse talent has access to its employment opportunities. In all cases it is committed to recruitment and progression based upon capability.

The bank aims to provide services for customers which are inclusive and accessible.

It understands that employees and customers with disabilities may require different ways of working and provides reasonable adjustments.

IMLA
IMLA proudly supports the Working in Mortgages website, in conjunction with AMI. It also takes part in the Diversity & Inclusion Working Group which is convened by AMI and has its own Inclusivity and Diversity Group, which is co-ordinated by Nicola Goldie of Aldermore. Members are able to take part in the regular “lunch and learn” sessions, which are recorded and available to watch on the Working in Mortgages website.

iPipeline
Diversity, equity, and inclusion (DEI) are integral to iPipeline UK’s culture and strategy.

It is committed to fostering a workplace where everyone feels valued, respected and empowered to thrive. Its DEI initiatives focus on creating inclusive hiring practices, supporting career development for underrepresented groups, and ensuring equitable access to opportunities across all levels of the organisation.

iPipeline actively promotes awareness through regular training, inclusive leadership development and employee resource groups that celebrate diverse identities and experiences.

Its policies are designed to prevent discrimination and support accessibility, wellbeing and work-life balance. It also conducts regular reviews of pay equity and representation to ensure fairness and transparency.

As part of Roper Technologies, iPipeline aligns its DEI efforts with broader ESG goals, embedding inclusion into its governance and operational frameworks. It collaborates with industry partners to share best practices and benchmark progress, and uses data-driven insights to measure impact and guide continuous improvement.

By integrating DEI into its core values and business strategy, iPipeline UK is building a more inclusive financial services ecosystem, that reflects the communities it serves and empowers its people to innovate with confidence.

John Charcol
John Charcol has implemented several initiatives to promote diversity and inclusion, including engagement days for all employees to raise awareness of unconscious bias and encourage inclusive behaviours. It continually reviews its recruitment strategies to ensure a focus on diversifying talent across all levels, including the executive board.

Additionally, it offers an internal mentorship program that supports career growth, providing employees with opportunities to explore different areas of the business.

One of the key lessons Charcol has learned is the importance of consistent communication and active involvement from leadership. While diversity training is valuable, progress can be slow without ongoing support from management. It has also recognised the need for tailored solutions – what works for one demographic may not work for another – so it has adopted a flexible approach to address various needs.

Looking ahead, it plans to consistently monitor and assess its diversity and inclusion initiatives to ensure they have a meaningful impact.

Kinleigh Folkard Hayward
KFH is fully committed to diversity, equity and inclusion which reflects the city in which it works and values the differences that a diverse workforce brings to the communities which it serves. KFH prides itself on being one of the leading London property companies in delivering exceptional service, communication, and results, but not at the cost of its core values.

It aims to seamlessly integrate DE&I into the business to make it a natural part of everything it does, ensuring that communication, imagery and graphics are inclusive and reinforce its DE&I principles.

It leads from the top down to integrate DE&I principles alongside business objectives and outcomes, placing a spotlight on where improvements can be implemented for the benefit of its people and the business to drive positive change.

KFH has established education programmes for all of its people (including programmes that strengthen awareness and support an inclusive culture).

L&C Mortgages

L&C believes belonging should be more than a value; it should be an experience. Its culture is built on respect, empathy and the belief that everyone deserves the opportunity to thrive as their authentic self. Through its We Belong network, colleagues from across the business come together to champion inclusion. From awareness campaigns and lived-experience storytelling to inclusive recruitment and leadership development, it is creating an environment where everyone feels seen, supported and valued.

L&C’s commitment extends beyond its people to its customers. It designs accessible processes, uses inclusive language, and provides tailored support for those in vulnerable circumstances, ensuring fairness and understanding at every step of the journey.

As active members of industry inclusion forums, such as DIFF, L&C is proud to share its learnings and collaborate to make financial services a more inclusive and compassionate space for all.

Diversity and inclusion aren’t boxes to tick, they’re the foundation of how we lead, serve, and grow together. At L&C, We Belong means everyone.

Leeds Building Society
Leeds Building Society is committed to creating a culture where everyone feels seen, valued and enabled to be at their best. Its strategy, Being You; Transforming Us, focuses on four pillars – listening, learning, leading and leveraging insight. One of its biggest and most impactful interventions which falls across each of these pillars has been its Empowering Allyship programme, which launched in Q4 of 2023 and has been ongoing since.

This was a course developed for colleagues on the back of leader training to support colleagues in spotting non-inclusive behaviour and having the right conversation by giving feedback in real time, highlighting how everyone gets things wrong and the need for psychological safety.

The building society is incredibly proud of this initiative because it combined self-led e-learning, conversations in teams and then modules led by leaders. It also included role modelling the behaviour it expects from all colleagues, sharing learning from inclusive leadership training and giving ‘permission’ to all colleagues to have these conversations.

This programme was completed by 86% of colleagues, with 97% of them committed to being more curious.

L&G
Clare Beardmore’s appointment as the first female director of Legal & General Mortgage Club – the largest and longest-running Mortgage Club in the UK – marks a significant and historic milestone for diversity and inclusion in the mortgage industry.

As a well-known and senior industry figure, Clare embodies the importance of championing equal opportunities and representation. As part of her commitment to this cause, Clare is the Diversity & Inclusion lead within Legal & General Mortgage Services and a member of the Diversity and Inclusivity Finance Forum, partnering with key industry figures to drive positive change in one of the UK’s biggest sectors.

Building a more diverse workforce and a more inclusive workplace is highly important to the business as a whole. As part of its Diversity and Inclusivity strategy, Legal & General launched programmes to help recruit and retain diverse talent through work experience schemes and talent sponsorship, as well as setting goals to further improve diverse representation in senior roles within the business.

Market Harborough Building Society
Market Harborough Building Society champions a colleague-led approach to diversity, equity and inclusion (DE&I), where lived experience drives meaningful change. It recognises that standing out means embracing diversity of thought, background and experience. In 2024, it opened its inclusive head office, Newcombe House, designed to foster openness, accessibility and collaboration. This physical transformation mirrored a cultural shift, empowering colleagues to lead initiatives on menopause, mental health, religious awareness and vulnerability, often co-hosted with external experts and charities.

The mutual goes beyond industry standards with enhanced policies, inclusive workplace design, flexible working, and practical wellbeing support. Its DE&I strategy is governed by its board, shaped by a colleague-led focus group, and aligned with its Thrive Agenda, the society’s commitment to giving back to colleagues, customers and communities.

Through the Thrive Agenda, the society has expanded opportunities for local young people and invested £250k to support youth development with a focus on financial literacy, mental wellbeing, and employability.

Named a Sunday Times Best Place to Work in 2024 and 2025, and a Diversity & Inclusion excellence awardee in the 2025 Mortgage Introducer Awards, its inclusive culture is a key differentiator, helping the society to attract talent, strengthen retention and deepen its impact across communities.

MB Associates
At MB Associates, diversity, equity and inclusion are central to how it works. It believes a diverse team fosters innovation, creativity and better outcomes for its clients and community.

The business is committed to attracting talent from all backgrounds and of all ages, reflecting the communities it serves. It actively supports emerging talent through apprenticeship schemes, mentoring and career guidance, helping people from all walks of life enter and thrive in the mortgage industry. Its founder, Monica Bradley, regularly speaks to students about career development and entrepreneurship, inspiring the next generation of professionals.

In recognition of the business’s ongoing commitment, Monica won the Business Ally Award at the 2024 Barclays DEI Awards, celebrating its efforts to promote fairness, inclusion and opportunity for all.

It also prioritises mental health and wellbeing within its team. Its dedicated wellbeing champion provides a safe, supportive space for employees who need to talk or take time out for personal matters.

At MB Associates, DEI is more than a policy – it’s a promise. It’s proud to nurture a culture where everyone feels valued, supported and empowered to succeed.

Metro Bank
Diversity, equity and inclusion are central to Metro Bank and how it serves its customers, colleagues and communities. It is proud to reflect the diverse society around us, with colleagues representing a broad mix of backgrounds, experiences and perspectives.

Metro Bank is a signatory of the Women in Finance Charter and the Race at Work Charter, and continues to build on this with commitments across all forms of inclusion, including ethnicity, gender, disability, social mobility, LGBTQ+ and neurodiversity. Its colleague-led inclusion networks, engagement opportunities and development initiatives ensure that every voice is heard and that growth opportunities are open to all.

All colleagues complete “Inclusion at Metro Bank” training to reinforce its culture of belonging, and the bank regularly reviews its policies and recruitment processes to remove barriers and drive fairness. Through partnerships, community engagement and data-led progress tracking, Metro Bank holds itself accountable to meaningful change.

Recognised in 2023 as a Top 1% Workplace for Diversity & Inclusion, Metro Bank is committed to creating an environment where everyone can bring their whole self to work and thrive.

Mortgage 1^st
Mortgage 1st strives for an equal gender split across all departments. The business is led by a husband and wife who strongly believe in the value of having a balanced team and that they key to successfully implementing a D&I strategy is for the leaders to role model and demonstrate the right behaviours on a daily basis, embedding this into the workplace culture. This includes encouraging internal promotions, offering flexibility to allow working parents to thrive or celebrating employees’ differences, all in a natural and genuine way. In 2025, Mortgage 1^st will be launching its new mentoring programme allowing aspiring employees to connect and work more closely with more senior or experienced colleagues, with the aim of learning from one another and enhancing the supportive culture. It will also be hosting its very first women’s event for all the women in the business to connect and form stronger bonds and alliances, featuring sessions on mental health, women’s health and discussions around female representation within financial services.

Mortgage Advice Bureau
By developing a culture that embraces equality across all facets of the business, MAB aims to attract a diverse set of talent that will help deliver on its strategic objectives: to double its market share and revenue. The business’s DEI initiatives are not only for its people, but are shaped by its people to further embed inclusivity across all business areas.

It has enhanced its Wellbeing Calendar, comprising daily events and initiatives tailored to different learning styles, needs and behaviours. By delivering carefully curated experiences inspired by real feedback, MAB has created a culture where people feel seen, heard and valued. ROI is visible through:

98%+ uptake on private medical insurance
100% attendance on financial wellbeing sessions
Enhanced engagement (960+ reactions on internal comms supports)
100% booking rates for massage therapy/Puppy Therapy.

It has also continued to build on its employee-first initiatives, including:

Introducing ‘core hours’, enabling employees to flex their start/finish times to suit their preferences/priorities
One week of paid carers’ leave per year to help carers manage responsibilities for sick, elderly or disabled loved ones
Four weeks of paid paternity leave, regardless of service length
Dedicated areas for employees to take time out/reflect, including a wellness room, outdoor pergola and quiet zones.

Nationwide
Nationwide is committed to fostering an inclusive culture that enables all individuals to thrive, ensuring that the organisation reflects the diverse communities it serves. Its objective is to promote inclusive behaviours and celebrate diversity, creating an environment where everyone feels valued and empowered to reach their full potential. Nationwide takes pride in its Employee Network Groups (ENGs) and support groups, which are accessible to all employees. These groups provide a platform for colleagues to connect with one another. Its networks facilitate a sense of community and belonging, allowing them to actively contribute to the development and implementation of strategic initiatives. These networks work with other areas of the business to provide activities throughout the year relating to various I&D events and initiatives. These include both internal and external speakers, group events and activities. The building society plays a role in supporting external charities and partnerships, and this includes working with the IMLA Inclusion and Diversity team, and with AMI as part of the Working in Mortgages team.

NatWest
At NatWest Group, it’s important to create a diverse, equitable and inclusive culture. This enables the business to truly connect with, and serve, its diverse customers and communities with the products and services they need.

NatWest remains focused on progressing its diversity, equity and inclusion strategy.

Find out more – Diversity, equity & inclusion | NatWest Group

Newcastle for Intermediaries
Newcastle for Intermediaries is committed to creating a workforce which represents the diverse customers, clients, and communities it serves and an environment which is inclusive by design so that all colleagues feel that they can be their most authentic selves at work.

Diversity and inclusion sit at the heart of the Society Group, as one of its five strategic pillars. Newcastle launched its ‘Place to be YOU’ plan in 2023, which details its roadmap, governance framework and strategy for the next five years. As an organisation, it has established colleague-led networks and created many invaluable partnerships on this journey to become inclusive by design. As an Intermediary team, it works alongside colleagues across the Society to embed the Place to YOU plan amongst the broker community.

It is an active member of the AMI & IMLA D&I forums and is working with underwriting, operations and BDM teams to consider ways in which it can make its products, services, and ways of working more inclusive.

Nottingham Building Society
Nottingham is building a different kind of building society, one that celebrates what makes you who you are and champions financial diversity. This includes its colleagues too.

Creating an inclusive workplace is a journey Nottingham is fully committed to. Its five colleague-led networks are playing a key role with awareness, education and celebration of its difference, acknowledging that when people can bring their authentic selves to work, they have a greater opportunity to thrive – and this helps make the building society a brilliant place to work. The colleague networks build strong internal communities, acting as a sounding board for its DE&I strategy and people policies, ensuring it protects and supports colleagues.

It’s an evolving journey that sometimes means trying things for the first time. For example, Nottingham Building Society’s newly established Embrace network, (focusing on inclusivity from the perspective of race and ethnicity) did just that earlier this year.

OSB Group
OSB Group is passionate about its people and is committed to fostering an inclusive and diverse workforce. The colleague voice is part of this, and the business wanted to ensure it had a seat at the table when decisions are made. Over the last 12 months, it has undergone a number of activities to ensure this moves away from being seen as a “tick-box exercise” and is tailored to reflect what really matters to colleagues.

The employee engagement network (EEN) has grown significantly this year, demonstrating its commitment to fostering inclusive communities within the workplace. The business has expanded the network in both the UK, now with 22 active members, and India, where it has nine dedicated participants. This growth is crucial in ensuring a broader representation and supporting a wider range of perspectives across the group.

It has extended its DE&I calendar to include events that recognise culturally significant dates and topics that resonate with our diverse workforce. This year’s events included, but not limited to:

International Women’s Day
Neurodiversity Celebration Week
Race Equality Week
India Independence Day
Pride Month
World Religion Day.

These observances not only celebrate diversity but also foster an environment where colleagues from varied backgrounds feel seen and valued.

It has successfully completed the second year of its international DE&I colleague survey. The survey showed an impressive increase in participation rates and a positive trend in responses, reflecting both greater awareness and appreciation for DE&I efforts. The feedback provides the business with invaluable insights that will guide its strategies and activities moving forward.

Looking to 2025, the focus will be on broadening the engagement network and offering more varied activities. This includes expanding the business’s events calendar to encompass even more cultural and social awareness initiatives and ensuring more diverse voices are represented in every DE&I conversation.

These DE&I initiatives underscore OSB’s commitment to an inclusive environment that values every team member’s identity and background, fostering a stronger, more collaborative workplace.

Paragon
Paragon is committed to building a workplace where everyone, regardless of background, identity or experience, feels valued, included and respected. It wants to create and promote opportunities where diverse talent can thrive and everyone is treated equitably. It believes that diverse perspectives drive innovation, enrich culture and strengthen the business’s ability to serve customers and communities.

Paragon’s vision is to create an inclusive environment where all individuals have equal access to opportunities for personal and professional growth. It actively promotes fairness, celebrates difference and encourages open dialogue to ensure every voice is heard. This commitment is not just part of its strategy – it’s a reflection of its core values.

To support this, the lender has an established EDI Network that focuses on changing perceptions and breaking down barriers by raising awareness and understanding of equality, diversity and inclusion in the workplace.

It recognises that fostering a culture of inclusion is an ongoing journey. That’s why Paragon continues to listen, learn and evolve – together building a workplace that reflects the diversity of the communities it serves.

Paula John Communications

Paula John is a longstanding champion of diversity and inclusion in the UK mortgage industry (and elsewhere). In fact, she founded the Women’s Executive Finance Forum, the forerunner to DIFF, in 2009, when she was editor in chief at AE3 Media.

In her current role as a PR consultant, she remains an active advocate of the cause, contributing to and promoting the work of IMLA’s Inclusivity and Diversity Group and the Working in Mortgages initiative.

Santander, Jeffrey Krampah-Williams , National Key Account Manager
ED&I has always been something that Jeffrey felt he wanted could do more of within the mortgage sector. After AMI published its findings in October 2021, he knew the time was right to be more vocal and help make the mortgage industry a more welcoming environment for all.

Since then, he has been involved with the creation of the Working in Mortgages website. Jeffrey has also collaborated with IMLA, DIFF, AMI and internal networks within Santander to promote ED&I. He currently leads a team of champions alongside head of intermediary distribution, Helen Harrison, which serves as allies and SMEs within the business to build a more inclusive culture for all.

Shawbrook Group
Shawbrook, TML and Bluestone’s EDI initiative aims to champion fairness and inclusivity for all employees and applicants throughout the employee lifecycle. The bank is committed to preventing less favourable treatment based on protected characteristics and respects the diverse experiences individuals bring.

Simplify
With offices across the UK, Simplify recognises that diversity and inclusion are not just boxes to be ticked, but are fundamental to building a thriving, innovative, and resilient business and workplace. Simplify is committed to fostering an environment where all customers, clients and colleagues feel valued and supported. Currently, women make up more than two-thirds of Simplify’s workforce and over 50% of its managers and, through initiatives like the Rise & Shine equality network, Simplify is actively working to create a safe, inclusive, and empowering space for all colleagues, removing barriers and driving meaningful, sustainable change from within through initiatives such as its ‘business buddy’ scheme and equality champion representatives.

Skipton Building Society for Intermediaries
A diverse and inclusive culture is an integral part of Skipton’s values. It understands the cultural and business benefits that its colleagues’ unique differences bring, which will help build a stronger society better able to serve customers today and in the future.

Its colleagues’ wellbeing is also important. Looking after their mental, physical and financial wellbeing helps them thrive at work, encourage engagement and enhance performance.

Skipton has 12 active employee networks and has recently held a building a better society fortnight, a fortnight of sessions to increase awareness of the barriers and obstacles some people face as well as improve understanding of how to help make a difference.

Stagg Mortgage Services
Diversity, inclusion, and mental wellbeing are at the heart of everything Stagg Mortgage Services does.

Founded by Katherine Stagg, the firm champions a culture where every individual, client, colleague or partner, is seen, heard and supported. It is a proud signatory of the Mortgage Industry Mental Health Charter, and actively promotes open conversations, compassionate leadership and accessible support for all.

Stagg’s team reflects a wide range of backgrounds and experiences, and it celebrate this richness through inclusive hiring, flexible working and a values-led approach to service. The business is committed to removing barriers in financial services, whether through clear, jargon-free advice or by embracing technology that empowers every client, regardless of circumstance.

Katherine’s leadership is rooted in empathy and action. From spotlighting underrepresented voices to creating safe spaces for team wellbeing, she ensures the firm leads with kindness and courage. She believes inclusion isn’t a policy, it’s a daily practice, woven into every mortgage journey the business supports.

Stonebridge
Stonebridge believes that diversity, inclusion, and wellbeing are fundamental to creating a thriving workplace and sustainable business. Under the leadership of its senior team and engagement with colleagues and customers, it has embedded a culture that celebrates individuality, supports wellbeing, and champions equity across its network.

From introducing Menopause and LGBTQ+ Champions, to embedding personal pronouns and identifying and recording vulnerabilities within its broker software, and offering in-house therapy with no cap on sessions, its initiatives reflect a commitment to meaningful, lasting change. Over 90% of colleagues have engaged with Stonebridge’s Me Time wellbeing scheme, while 99% now benefit from flexible working arrangements that put trust and work-life balance at the heart of its culture.

Diversity and inclusion are not side projects at Stonebridge – they are central to how it operates as a mortgage and protection network. Its membership of DIFF allows it to share ideas, learn from others, and work collectively to create a more inclusive financial services sector.

Target Group
At Target, fostering a diverse and inclusive workplace is more than a goal, it’s a key strategic priority. It is committed to creating an environment where everyone feels empowered to bring their authentic self to work, and where the workforce truly reflects the communities it serves. Target firmly believes that diversity drives innovation, fuels better decision-making, and leads to stronger outcomes for all.

Equity, diversity and inclusion (ED&I) is a strategic priority embedded into every aspect of Target’s operation. It aims to ensure that all colleagues feel valued, heard and respected, with equitable opportunities, regardless of background and identity.

Target’s ED&I strategy is underpinned by five key pillars: gender, multi-generational, disability, multi-cultural and LGBT. These pillars span the entire colleague lifecycle, guiding initiatives that promote inclusion from recruitment through to development and progression. A dedicated working group leads the charge, shaping and delivering impactful programmes that nurture an inclusive culture.

Target publishes an annual Gender Pay Gap report, plus submits annually to the HMT Women in Finance Charter. It has seen consistent year-on-year improvement, with its median gap remaining below the market average, reflecting a commitment to fairness and transparency. In 2022, female representation in senior management stood at 30%. Through focused efforts, this has increased to 41%, marking significant progress toward gender balance in leadership. Across the business, it is proud to have achieved a 50/50 gender split.

Target has also enhanced its educational offerings, delivering ongoing ED&I training such as unconscious bias and menopause awareness. It launched the Women in Target forum to champion and empower female colleagues through mentorship and development programmes.

With continued momentum, unwavering focus, and a deep commitment to inclusion, Target is confident in its journey toward a more balanced and equitable future for all colleagues.

The Exeter
The Exeter is deeply committed to fostering a fair and inclusive work environment. As a modern mutual, it believes in creating a sense of belonging and openness for everyone involved with the organisation, including employees, members, suppliers, and the communities it serves. Its goal is to leverage the diverse strengths of its workforce to drive sustainable growth and provide peace of mind in an uncertain world.

The Exeter values diverse perspectives and strives to build an inclusive culture. This means it is dedicated to prohibiting discrimination, harassment, and victimisation in any form. It promotes a merit-based, bias-free work environment and supports flexible working arrangements to accommodate individual needs. Policies are designed to reflect fairness and consistency, ensuring that it understands and serves its diverse member base effectively.

Leaders play a crucial role in ensuring a safe and respectful workplace. They address unacceptable conduct, including bullying and harassment, and have clear procedures for reporting and addressing such behaviour.

The Board is committed to promoting diversity and inclusion through various initiatives. They regularly monitor and report on progress and challenges in this area. The Exeter aims to maintain a diverse Board composition to enhance decision-making and governance.

This commitment to equity, diversity, and inclusion is at the heart of everything at The Exeter. It shapes the culture, guides its actions, and helps create a supportive and thriving workplace for everyone.

The Mortgage Broker
The Mortgage Broker takes a practical, day-to-day approach to diversity and inclusion. Our team is over 50% female, and spans the UK with a mix of backgrounds, ages and career stages. It opens doors through work experience and gap year placements and supports progression with funded professional qualifications (CeMAP/CeRER), mentoring and time for study.

The Mortgage Broker hires for potential as well as experience, uses clear role criteria, and reviews how it assesses performance to reduce bias. Where roles allow, it offers flexible working arrangements to help people balance life and work and has employed, and self-employed advisers, along with office-based, hybrid and remote staff.

It is here to create a workplace where people can do their best work and be themselves, and to play its part in a more inclusive mortgage industry. The Mortgage Broker supports DIFF’s aims and welcomes collaboration to keep improving.

The Mortgage Mum
The Mortgage Mum has become one of the biggest female D&I advocates in the mortgage industry, championing women and flexible working with a revolutionary culture that is commented on by all industry peers, lenders and clients. Demonstrating a true commitment to wellbeing, they have a dedicated in-house wellbeing coach and offer monthly therapy sessions to all team members, as well as workshops dedicated to self-development and growth alongside their true flexible working environment and policy.

No longer do women need to apologise for raising their family and nurturing a career. Alongside this, The Mortgage Mum work with their team to highlight and improve issues that come up with neurodiversity, such as dyslexia and ADHD, as well as menopause, cycle awareness, gender equality, maternity leave and mental health. The business has become a true beacon of hope and inspiration for women and a voice for gender equality in the sector.

Uinsure
Uinsure is committed to reflecting and celebrating diversity and giving all its employees the opportunity to thrive in an open and inclusive environment. It is passionate about creating a culture focused on making everyone feel welcomed, valued and appreciated whilst giving employees opportunities to flourish to their full potential.

It’s a signatory of the Women in Finance Charter which formally commits the business to addressing the gender imbalance within financial services. It has launched a Women’s Network which provides a safe space to discuss the issues that affect women within the business, listen to their ideas and implement them.

Uinsure is also a signatory of the Mortgage Industry Mental Health Charter which commits it to better supporting all employees, including those with mental health problems to remain in and thrive through work. It provides Mental Health First Aiders, regular mental wellbeing conversations, and quarterly wellbeing sessions to create an environment where employees feel supported.

More recently, it has become a member of Neurodiversity in Business to help build a better workplace for neurodivergent employees. This has provided access to valuable training and resources which it has used to educate the leadership team around how to provide support and adapt ways of working to better meet their needs.

Vida Homeloans
Vida’s EDI strategy is part of its wider culture and sustainability strategy. It runs an Employee Network Forum which brings together EDI, ESG, Culture Champions and Mental Health First Aiders with cross-functional representatives from across the business.

Under the inclusivity workstream, members have developed a calendar of activities and engagement opportunities.

This year, Vida opened up conversations across the business, highlighting the importance of mental health awareness and has organised physical activities to promote improved mental health.

Unconscious bias training is now an integral part of its learning culture, ensuring every colleague can contribute to creating an inclusive environment.

Vida supports all-staff briefings to update on all EDI initiatives and created a diversity infographic to celebrate the breadth and depth of diversity across the business.

It has an EDI Charter which it uses internally to explain its key EDI commitments, as well as an EDI policy and several supporting wellbeing guides and other information packs, for example, on neurodiversity.

Zest Money Group
As a mortgage and protection brokerage, Zest is committed to fostering diversity, equity, and inclusion across its team and client relationships. It ensures fair access to opportunities, promotes inclusive hiring and supports clients from all backgrounds with guidance that reflects empathy, respect and understanding.

Zurich
Zurich wants to be a force for good, to grow the reputation of our industry, through actions on access and inclusion, diversity and sustainability. It has a comprehensive strategy with targeted, supporting policies. It wants to raise awareness of different cultures and beliefs and to drive a more supportive and inclusive working culture, making changes to how it operates and interacts with customers and within communities.

A key differentiating feature is Zurich’s annual pay gap reporting on ethnicity, gender, disability and LGBT+, and for the first time in 2024, its Social Mobility Pay Gaps. It sets out tangible, visible next steps.

Zurich is a ‘Disability Confident Leader’ and is very active in industry initiatives, including the Women In Finance Charter, Financial Services Skills Commission, Stonewall, Edge and the Race at Work charter. It has joined The Valuable 500 movement and was a founder member of GAIN, which supports the careers of autistic employees/potential employees, and the first ‘Transformer’ member.

Conference

Diversity & Inclusivity Finance Forum

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