Diversity & Inclusion (D&I) 

Raising the progress flag outside of our NWQ BuildingTo achieve our mission and vision, we need people with diverse experiences, backgrounds, perspectives and thinking styles.

D&I Strategy 2022-2026

Our vision for diversity and inclusion is that the Central Bank:

  • Has a diverse workforce reflecting society in Ireland
  • Makes conscious decisions about how to harness difference to its benefit
  • Is a recognised thought leader on D&I
  • Focus on diversity has a positive influence on the behaviour of the financial services industry.

Our D&I Strategy 2022-2026 outlines our direction and ambition over the next five years and builds on our commitment to building a workplace grounded in fairness, respect and belonging. Each year, our strategy will be brought to life by our annual action plans, which will be aligned to our D&I Vision.

Diversity and Inclusion Strategy 2022-2026 | pdf 943 KB

D&I Areas of Focus

We:

  • Run thriving employee networks, which are sponsored by our senior leaders
  • Are active members of our local community in Dublin’s Docklands, with a network focused on employability and employment for the local community
  • Have an open, accessible and inclusive work environment and facilities
  • Are members of the 30% Club, signatory to the Inclusive Workplace Pledge and participants in a number of employer diversity groups
  • Launched our Gender Identity and Expression in the Workplace Policy in 2021, which aims to create a welcoming and safe environment for all, regardless of gender identity or expression.

Our Networks

Our employee networks are organised and run by our people who work together to help us fulfil our D&I goals.

Gender Pay Gap Report

Gender DiversityWe have been publishing our annual Gender Pay Gap report since 2018 as part of our ongoing commitment to D&I.  This year (2022), we are publishing under requirements of the Gender Pay Gap Information Act 2021, which calculates the pay gap of the average hourly rate of pay on the 30 June 2022.

We have taken a number of actions to address gender pay and representation. These include:

  • Setting diversity representation goals for our senior leadership population
  • Improvements around talent acquisition
  • The introduction of flexible-working policies and enhanced leave supports
  • Career development programmes
  • Our employee-led networks.

Find out more by reading the Gender Pay Gap Report 2022.

Elevate Pledge

In 2021, we became one of the founding signatories of the “BITC Ireland Elevate Pledge". The overall goal of the Pledge is to build an inclusive workforce that reflects all of our society. This is aligned with our existing D&I vision and commitments as well as our broader Corporate Social Responsibility (CSR) objectives. With this Pledge, we are demonstrating our continued commitment to making D&I a priority for the Central Bank

ESCB & SSM Equality, Diversity & Inclusion Charter

In 2022, together with many of our European peers, we have signed up to the European System of Central Banks (ESCB) & Single Supervisory Mechanism (SSM) Equality, Diversity & Inclusion Charter which states our collective commitment to fostering equality, diversity and inclusion within the ESCB and SSM.

Governor Makhlouf signing the Diversity and Equality charter

Diversity & Inclusion in Regulated Firms

Our focus on D&I extends to our role as regulator. We expect the firms we regulate to place a greater focus on diversity and inclusion and there are a number of activities underway to support this. Our dual focus on diversity and inclusion as an employer and regulator means that we are embedding diversity and inclusion into who we are and what we do.

Demographics of the Financial Sector report