OUR MISSION
At Capital One, our mission to ‘Change Banking for Good’ is at the heart of everything we do. Our people are the driving force behind our brand and the core of our mission. Our commitment to creating an exceptional workplace is evident in our emphasis on employee development, innovation, and inclusivity.
Our dedication to engagement, growth, wellbeing, and inclusion has established Capital One as a leader in the financial services industry.
FOSTERING A CULTURE OF INCLUSION AND DIVERSITY
Our leading policies foster acceptance and support, embedding the concept of “belonging” into our framework to ensure our actions reflect the needs and experiences of our employees and customers, propelling us forward with purpose.
Our Diversity, Inclusion, and Belonging (DIB) strategy focuses on enhancing opportunities, dismantling barriers, initiating conversations, and encouraging employees to bring their best selves to work. (appendix-1)
This year, we have made significant strides, including:
INCREASING REPRESENTATION IN SENIOR ROLES
• Renewed our partnership with Women in Banking and Finance, securing access to their resources and mentoring programme.
• Held a women’s BRG network alignment workshop.
• Commemorated the Windrush anniversary with a blog.
• Engaged broadly with women’s BRG networks and proposed actions from the Senior Management/Middle Management Women talent pipeline analysis.
• Secured funding and commissioned Business in the Community to facilitate Black Associate Listening Circles.
• Conducted workshops on mitigating bias with all our Tech Assessors and BA Case Interviewers.
• Launched Black History Month with the Ayo Sokale Speaker Series, focusing on STEM, neurodiversity, and succeeding as a Black woman in today’s society.
• Submitted the 2023 Women in Finance return, on track to meet our targets.
• Analysed diversity views on early career trajectories into leadership.
• Designed EVP project and talent brand resources to attract diverse candidates.
ENSURING FAIR, CONSISTENT, AND ACCESSIBLE SYSTEMS AND PROCESSES
• Gathered insights through proactive exit interviews with ethnic minority leavers.
• Conducted empathy interviews with early careers cohorts.
• Reviewed the DIB dashboard summary, including time series updates for some data points.
• Utilised all employee and PL communication channels to promote avenues for raising concerns.
• Piloted the use of tech reasonable adjustments with neurodivergent employees.
• Reviewed the existing exit interview process.
• Developed an engagement plan with Business in the Community (owners of the Race at Work Charter) to leverage resources and skills.
• Incorporated DIB content into our Leadership Development programming.
• Linked Mental Health Awareness Week and National Numeracy Day to include discussions on math anxiety.
OUR BUSINESS RESOURCE GROUPS (BRGs)
We recognise that each team member brings unique talents, strengths, and experiences to Capital One. That’s why we proudly support nine Business Resource Groups (BRGs) (appendix-2) that serve as essential support networks within our organisation. Led by our own employees and supported by senior leaders, these groups provide platforms for connection, advocate for policy changes, celebrate diverse cultures, engage in community service, and offer resources to support personal and professional growth. Over half of our UK team members actively participate in at least one BRG, reflecting our commitment to creating an inclusive and supportive environment for all.
Each BRG has a defined focus:
• Mind Your Mind: Promotes positive mental wellbeing and supports employees impacted by mental illness.
• OUTFront: A peer network for the LGBTQ+ community and their allies.
• Women in Tech: Aims to create an inclusive environment in technology, promoting a level playing field in this male-dominated industry.
• Reach: Our Race Equity and Cultural Heritage network educates the organisation, supports those from diverse backgrounds, and celebrates different cultures.
• Equality Allies: Increases the number of active allies and fosters a continuous learning journey of allyship.
• Parents and Family Network: Supports parents at all stages of parenthood, helping them balance careers and family life.
• Enabled: A community for employees with disabilities, focusing on workplace accessibility, policy advocacy, and education about visible and invisible disabilities.
• Community Champions Network: Works with the social responsibility team to champion community work within each department.
• EmpowHER: Our women’s network, aiming to add value in communities, recruit, develop, and retain great women, and increase engagement across all levels and geographies.
• UK Green Team: Drives positive action on environmental issues through regular communication campaigns and events.
See Appendices 3-7 for more information on some of our BRGS
