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.
Our values
We are driven by our values.
Integrity
Integrity means conducting themselves with honesty, transparency, and strong moral principles in every aspect of their work. It involves consistently acting in the best interests of clients and colleagues, upholding ethical standards, and ensuring that all actions reflect the bank’s commitment to doing what is right, even when faced with challenging situations. By embracing integrity, employees help build trust both within the organisation and with clients across the globe, reinforcing the bank’s reputation for reliability and ethical practice.
Partnership
Partnership signifies working collaboratively, both within the organisation and with our clients, to achieve shared goals and deliver greater value. It means fostering open communication, mutual respect, and trust, ensuring that we listen to our clients’ needs and work together to develop solutions tailored to their unique challenges. By embracing partnership, we create long-lasting relationships that support our clients’ ambitions and enable us to deliver innovative services across diverse markets, ultimately driving positive impact and sustainable growth for all involved.
Innovation
Innovation means continually seeking new ways to improve our services and processes, embracing fresh ideas to overcome complex challenges in the markets we serve. This spirit of innovation extends to the clients we work with, as we collaborate to develop tailored financial solutions that meet their evolving needs and drive positive impact in difficult environments. Our commitment to innovation is also reflected in the technology we invest in, ensuring that we stay at the forefront of payments and FX, enabling secure, efficient, and inclusive financial services for communities around the globe.
Hard to source currencies, seamlessly delivered
Access 120+ currencies across 800+ currency pairs
Our currency capabilities span Africa, LATAM, the Caribbean, Asia Pacific and the Middle East, as well as G10 countries. A full list can be found below.
120
currencies and markets
800
currency pairs
An inclusive culture
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:
30
Female representation in senior management (VP to EVP)
45
Female representation across the Bank
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.
Senior Management (SM) / Across the bank (AB)
Female Representation
2021
September 2021
SM: 21% AB: 36%
2022
September 2022
SM: 23.5% AB: 37.8%
2023
September 2023
SM: 22.4% AB: 37.7%
Gender pay gap report
Read our report on the gender pay gap for 2024
