Careers that make a difference

We help communities to thrive by delivering payments and FX in some of the most challenging territories. Our employees are key to our success in moving money to where it’s needed most.

At Crown Agents Bank we endeavour to create an inspirational and supportive environment where we can grow together. Our markets, clients and solutions are incredibly diverse, and we value the same level of diversity in our team – recognising that there is much to be gained from different backgrounds, experience and skill sets. We are always looking for talented people who are keen to make a positive difference in the world.

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Integrity

We want to make a positive impact for our clients and employees. We operate with trust openness and honesty.

Collaboration

We work best as one team and through partnerships, we create an inclusive environment that allows everyone to bring their best to work and develop their full potential.

Impact

We strive to do business in a way that has a positive social and environmental impact.

Client Focus

We listen to our clients and deliver innovative solutions that meet their needs. We build strong client relationships and are focused on providing an excellent client experience.

Women in Finance Charter

As part of our journey to create a truly inclusive culture, in 2021 Crown Agents Bank became a signatory of the HM Treasury’s Women in Finance Charter. By signing up to the Charter we are making a commitment to promote gender diversity and support the progression of women in our industry.

We have the full support of our Board and Senior Executives to set and ensure we achieve gender parity targets for our Bank. We will continue to publish ongoing progress, link achievement of targets to performance related pay and introduce programmes which will support the career development of women.

Our targets for 2024:

Our ambition is to achieve:

Female representation in senior management (VP to EVP) of 30%
Female representation across the Bank of 45%

How are we doing:

We have a number of successes this year; our listing on London Stock Exchange, significant growth in our performance and headcount across the Bank. However, whilst we have remained vigilant in ensuring equal gender representation in our recruitment and promotion processes, we have remained flat in our September 2023 review against our targets.

How do we explain this:

Whilst our turnover remains below industry average of 8%, we are not seeing a significant increase in the level of females filling senior roles. In 2022 promotions cycle, SVP promotions were 60% females 20% of AVP’s were promoted to VP and 0% from Senior Analyst to AVP. This data would suggest we need to review our succession planning for females below VP level and support them in their progression through development initiatives.

We will continue our efforts with the support of Senior Management to:

Introduce a formal link to performance-related variable pay and the achievement of our targets in 2024.
We continue to develop our MI and data analysis capability to monitor and track our progress.
Focus on succession planning and development initiatives to support the promotion of females into senior roles.

2021	2022	2023
September 2021	September 2022	September 2023
SM: 21%	SM: 23.5%	SM: 22.4%
AB: 36%	AB: 37.8%	AB: 37.7%

2021

2022

2023

September 2021

September 2022

September 2023

SM: 21%

SM: 23.5%

SM: 22.4%

AB: 36%

AB: 37.8%

AB: 37.7%

Careers that make a difference

Our values

Our work is driven by our core values of integrity, collaboration, impact and client focus.

A celebration of culture & technology

Women in Finance Charter

Female Representation

Gender pay gap report