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Diversity at MHBS

The Society values the differences that a diverse workforce brings to the organisation.
Women in finance charter

It is the Society's Policy to establish and maintain a working environment, terms and conditions of service and employment practices and procedures which will ensure that no job applicant or employee receives less favourable treatment on the grounds of gender, marital status, race, colour, nationality, ethnic origin, disability, sexual orientation, gender reassignment, religion or belief, pregnancy, maternity, paternity, shared paternity, age, educational background and professional background. The Society values the differences that a diverse workforce brings to the organisation.

The Society is also committed to ensuring that the workplace is free from all forms of discrimination and harassment.

It is part of the Society's Policy to employ, and provide a suitable environment for, people with disabilities. Where possible, all reasonable facilities will be provided for employees with disabilities to pursue their careers without difficulty or disadvantage.

Application and Scope

This Policy will apply not only to current employees, but also to prospective employees. Although the primary impact of this Policy may be felt in the areas of recruitment, promotions and transfer, the Policy nevertheless is applicable to any employment matter in which the equitable treatment of a potential current or ex-employee may be at issue, for example:

  • Access to training opportunities
  • Interpretation of conditions of service
  • Application of disciplinary/grievance procedures, etc
  • The provision of references

The Society seeks to attain a minimum of one third representation of the under-represented gender in each of the following groups:

  • All Society Employees
  • The Society's Executive Team
  • The Society's Board
In setting these targets, the Society is aiming to support a healthily diverse workforce and senior team, whilst recognising that in a smaller organisation relatively large percentage changes can result from normal staff turnover.

As at 30 June 2017, based on our targets set, we are:

  • Slightly below target for female representation on the Society's Board
  • Well above target for female representation in the Society's Executive Team
  • Well above target for female representation across all Society Employees

Society Gender Targets and Progress

Female Representation
Target Current Actual as at 30 June 2017
The Society's Board 33% 29%
The Society's Executive Team 33% 57%
All Society Employees 33% 68%

The Society will publish annually within its Reports and Accounts and on its website the targets and its performance against them.


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