what we’re proud of

supporting carers at work

One in ten of our people have told us they’ve got caring responsibilities. In November 2017, the chief executive of Carers UK, Heléna Herklots, attended the launch of our new carer policy. This means our people are now able to take up to five days’ leave each year for caring responsibilities, in addition to two days’ leave for dependants.

The policy builds on the success of our carers’ passport, established with the support of our carers’ network. The network also holds regular sessions for people to share experiences of caring. People don’t always realise they’re carers. So we’ll be helping our managers to identify where our people might need extra support – and to help them balance their responsibilities at work and home, so they can give their best at both.

Congratulations on your carer policy. It puts you at the forefront of employers who acknowledge, understand and support carers in work.

Heléna Herklots, chief executive, Carers UK

Congratulations on your carers policy. It puts you at the forefront of employers who acknowledge, understand and support carers in work.

Heléna Herklots, chief executive, Carers UK

launching our trans policy

Initiatives around gender diversity have often historically focused on equality between men and women. But gender identity isn’t just binary – and this is something we think it’s important to acknowledge. Our LGBT+ network, Outright, have been central in creating a new policy to support our people who have a gender identity that’s different to the sex they were assigned at birth.

The policy helps people understand the breadth of gender identities and explains the difference between gender, sex and sexuality. It puts this in the context of the workplace – highlighting the resources available to our trans employees, as well as for those people supporting them.

As part of looking to improve the picture we have of our diversity, we’ll be reviewing our HR systems so people have the opportunity to give us more detail about their gender identity.

Our executive sponsor was really instrumental in helping us raise awareness of what it means to be trans at work – and in getting this policy in place. It shows the ombudsman service values the contribution trans people make, and also recognises the challenges they may face.

Faith Johnson, diversity adviser

sharing perspectives, helping our community

We’re proud of the way we celebrate our differences, as well as what we’ve got in common. Supporting thousands of colleagues between them, our employee networks work together to champion equality, diversity and inclusion across our service.

In 2017 we held a network masterclass, run by external experts and focused on sharing experience and building capacity. Since then, our networks have continued to develop the ways they collaborate – not only in helping inform our policies, but in creating inclusive forums and events. Our black and minority ethnic network Embrace, together with our mental wellbeing network, marked Black History Month and World Mental Health Day with an event exploring resilience. And our Muslim network, Christian Fellowship and Jewry came together to share perspectives from their faiths.

Our people also give their time and money to causes in our local East London community. For example, coordinated by our Giving Something Back committee, people have used their lunch breaks to teach English to women who don’t speak it as a first language. We’ve supported local homeless shelters and food banks, donated to East London Business Alliance’s Christmas toys appeal, and run regular fundraisers for our charity partner, London’s Air Ambulance – having raised £38,000 for our previous partner, Haven House children’s hospice.

Three Financial Ombudsman Service staff members talking

what we need to work on

We’ve made good progress – but we know there are things we need to work on. Read about our challenges and how we’re addressing them.

Three Financial Ombudsman Service staff members walking through building

what’s next

Find out what we’ll be working on in the coming months.

Three Financial Ombudsman Service staff members sitting and talking

reporting on gender

We want to lead the way in treating men and women fairly and equally. Find out about our commitments, how we’re doing and what we need to work on.