NatWest champions working families through their comprehensive initiatives, such as Partner Leave, Phase-Back Program, and a Remote First approach. Uncover how they lead in creating a gender-balanced and inclusive environment that supports employees’ specific needs.
This Best Practice was first published in the Gender Intelligence Report 2023.
NatWest has positioned itself at the forefront of changing ways of working and is dedicated to becoming a top employer for working families in Switzerland. The company has implemented significant measures to support its employees with family-friendly policies, with ‘Partner Leave’, a Maternity ‘Phase-Back-Program’ and ‘Remote First approach’ serving as notables milestones introduced in Switzerland. By understanding the needs of our colleagues, we attract even more great people to work here. We hire people for the position on offer, regardless of gender, race, culture, creed or physical abilities, and we always will. We recognize the value of a gender balanced team. It’s vital to our success to make sure everyone is encouraged, inspired, and given the opportunity to advance their career with us. That’s why we have set a target to have women in 50% of our top-level leadership roles by 2030, with interim targets over the next 10 years. We are focused on attracting, developing, and retaining strong female talent and we are committed to the UK government’s charter to support gender balance across financial services.
Over 97% of colleagues in Switzerland have already completed our learning module called ‘Choose to Challenge’, which educates participants on the importance of challenging non-inclusive behaviors. We also encourage colleagues to take other learning modules available, such as ‘LGBT+ Awareness’ and ‘Disability Smart’, to continue building a more inclusive workplace at NatWest Group. We have launched a revised and improved ‘Recruitment YES Check’ to ensure diversity, equity, and inclusion are prioritized at every stage of the recruitment process. Our women’s engineering reskilling program, delivered with ‘Code First Girls’, won the Champions of Change category at the Management Today DE&I Leadership Awards 2022.
Partner Leave offers eligible fathers and partners up to 12 weeks of leave upon the birth or adoption of a child, creating an inclusive and family-friendly environment. This policy is designed to be flexible, accommodating all parents regardless of their sex or gender identity, including same-sex couples and adoptive parents. Parents have the option to take their leave in one continuous period during the first six months of the child’s birth, allowing for valuable support and bonding time. Shivesh Dindayal, iOS Developer, shares his perspective on the flexibility of the policy, “When I found out that the company granted me 8 weeks of paid Partner Leave, I felt so much gratitude. Mentally it was a great relief that I would be able to support my wife more than we had anticipated. My wife and I are both really impressed that a company in Switzerland would offer such a benefit.”
“It was comforting for me to know that I can focus on my family while my wife is recovering, and I am fully supported by my employer. We are extremely lucky and grateful to have such great support from NatWest as we start our journey as parents.” – Shivesh Dindayal, iOS Developer
The positive impact of the Partner Leave policy is evident in the UK, where it was introduced earlier. Noelia Buerkli, HR Business Partner Switzerland, highlights the demand for the policy, stating, ”In the first quarter alone, my UK colleagues received more than 300 requests for colleagues wanting to take Partner Leave in the UK.”
NatWest also offers a Phase-Back Program to support women returning from maternity leave. This program allows returning mothers to work reduced hours for up to 12 weeks while receiving their full pay and benefits. In the UK, the Phase-Back-program has been in place for a few years and has successfully helped women return to work after maternity leave. The program has reduced the stress and anxiety associated with returning to work and has enabled women to balance their work and family responsibilities more effectively.
Karolina Majcher, Batch Engineer, shares her experience with the program, stating, “Phased return was introduced during my maternity leave and came as a surprise – and a wonderful one at that. Three more months during which I can still focus on my son and guide him to more independence, while still having an income and slowly getting back into the work routine.”
“With Switzerland offering only a very short paid maternity leave, the Phase-Back-Program is a huge help.” – Karolina Majcher, Batch Engineer
To ensure the effective implementation of similar policies, NatWest emphasizes the importance of inclusivity, accessibility, and flexibility. The bank recommends designing policies that cater to the diverse needs and circumstances of all employees, irrespective of their gender or sexual orientation. Providing training and support to managers is crucial to ensure fair and consistent implementation. NatWest also advises outlining a clear timeline for launching such policies, as operational preparations, including system changes, may be required to facilitate a smooth transition.
NatWest’s Partner Leave policy, Phase-Back-program, and Remote First approach, allowing employees to work remotely for up to 90% of their working time, demonstrate the bank’s commitment to creating an inclusive and diverse culture. Alan McMahon, Head Accounting, Output and Regulatory Reporting shares his experience, stating, “I work remotely typically 2 days per week, and greatly value the flexibility to physically meet with my local colleagues in the Zurich office or work from home and share breakfast and dinner with my family, depending on the day.
“The Remote First approach is a substantial improvement compared to the previous expectation of being full-time in the office, and a benefit I value greatly.” – Alan McMahon, Head Accounting, Output and Regulatory Reporting
NatWest’s commitment to promoting work-life balance and inclusivity through its family-friendly policies sets a remarkable example for organizations seeking to prioritize their employees’ well-being. By introducing Partner Leave and the Phase-Back Program, NatWest has created an environment that supports bonding time, smooth transitions, and flexibility for parents. The bank’s emphasis on inclusivity, accessibility, and flexibility ensures that these policies cater to the diverse needs and circumstances of their employees. Additionally, the bank’s Remote First approach further enhances work-life balance by providing flexibility in where and how employees work.
NatWest’s dedication to creating an inclusive and supportive culture demonstrates our firm belief in the importance of valuing and supporting our employees. As organizations strive to create an environment that fosters employee satisfaction and engagement, NatWest’s family-friendly policies and flexible working serve as a shining example to emulate.
Noelia Bürkli and Pauline Loohuis have kindly offered to share their valuable insights on employee satisfaction and engagement and provide in-depth information on NatWest’s family-friendly policies and other related initiatives. They can be reached at Noelia.Buerkli@natwest.com and Pauline.Loohuis@natwest.com.
This Best Practice was first published in the Gender Intelligence Report 2023.
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