Virgin Money's success is built firmly on the commitment, skills and attitudes of all our people and our shared purpose of building a better bank which will make everyone better off.
Our aim is to nurture a skilled, diverse and committed workforce where every individual - regardless of background - can share our purpose, reach their potential and be rewarded appropriately for their contribution to our success. We aim to create an organisation whose people properly represent the rich and broad nature of the UK population.
As a result, diversity and inclusion is a strategic priority and we have a formal policy setting out our commitment to diversity and inclusion at Board level. We will report on our progress against this policy within our Annual Report and Accounts.
Virgin Money recognises the importance of diversity in enabling Board effectiveness. We will take into account the necessary balance of skills, experience, knowledge and background to be best placed to make sound strategic decisions for the benefit of our stakeholders when considering the Board composition.
Board appointments will be based on merit, with candidates being considered against objective criteria.
It is our policy to have a balanced Board with representation making up no less than 33% (one in three) of either gender and to have at least one ethnically diverse director.
In addition, Virgin Money has a stated goal that by 2020 the gender balance across the company should be 50:50 within a 10% tolerance, which equally applies to Board representation.