Strength In Diversity
A thriving culture and diversity go hand in hand. We’re committed to promoting diversity and inclusion in finance across all our roles and driving the OSTC global network towards a fairer and more dynamic future.
Faizah Tahir, Group Diversity, Inclusion & Wellbeing Manager
A diverse workforce improves the quality of decision-making at all organisational levels and enables ideas, assumptions and any tendency for ‘group think’ to be challenged more effectively.
We are pushing our diversity and inclusion agenda by ensuring that more of OSTC global recruitments are female.
This focus on equal representation in our industry comes alongside initiatives, such as unconscious bias and inclusive recruitment training. We view all applicants and employees as individuals and offer equal pay with a set base rate and the opportunity to earn bonuses throughout your career at OSTC.
In 2020 we have taken our commitment to diversity further by joining the Women in Finance Charter. The Charter pledges gender balance across financial services.
It also commits us to supporting the progression of women into senior roles across the business. Something we are already proud to be doing. The decision to join the Charter marked an important step change for OSTC, to show our existing and future female employees that prejudice or bias has no place in our diversity agenda.
“Advancing gender equality is one of the 17 UN SDG goals. Sadly, gender inequalities are deeply rooted in every society, with women still having to tolerate occupational segregation, gender pay gaps and heavy underrepresentation in senior leadership roles.
OSTC’s mission is to promote a fair working environment that further harnesses women’s talents in the workforce. I’m proud that we are taking steps towards bringing greater equality at the very top of our organisation and joining the Women in Finance Charter.
Our goals to increase female representation at Board and ExCo level are ambitious, yet achievable. We will work hard over the next 3 years towards delivering on our pledges.”
We’ve agreed to the following pledges:
• To have one member of our senior executive team who is responsible and accountable for gender diversity and inclusion.
• To set an internal numerical objective for gender diversity at a senior management level and a year to aim for.
• To publish progress annually against the objective(s).
• To have an intention to ensure the pay of the senior executive team is linked to delivery against the internal objectives on gender diversity.
While we are proud of how far we’ve progressed through our diversity objectives, our Action Plan reminds us that we will never stand still or become complacent. February 2021 has already seen us partner with Evenbreak who support with education and awareness around people with disability. You can read more about February activities here.
We are constantly looking to improve diversity, wellbeing and inclusion at every people level across our network. Our Managers take great pride in ensuring we constantly work towards our objectives: many of whom have already embarked on a number of key online D&I course, including:
• Mental health awareness
• Inclusive hiring practices
• D&I basic online foundation
• Psychological safety online training
• LGBTQ+ support in the workplace
• Disability support in the workplace
• Cultural Awareness and inclusion programs