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TSB’s Pay Gap 2025
Diversity, Equity and Inclusion
- TSB serves communities across the UK, bringing Money Confidence to everyone. Every day.
- We want to ensure we are as diverse behind the scenes as our customers are.
- We’re proud to say that, we’ve met or exceeded the goals we set back in 2021 to increase the diversity of our teams by the end of 2025, demonstrating the impact of our inclusion strategy.
- We’ve now extended these goals into 2026 to maintain our focus and continue improving.
- As part of our commitment to equality and diversity, we publish our gender and ethnicity pay gaps annually, and this year, we’re one of the first banks to voluntarily report our disability pay gap.
- We have made progress to reduce our pay gaps in 2025, but we recognise there is more to do and we are taking actions to continue improving.
Reducing Our Pay Gaps: We measure pay gaps based on gender and ethnicity, and for the first time our 2025 report will include our disability pay gap. We remain committed to transparency and to building a workforce that reflects our customers at every level of TSB.
Gender: This is the ninth year TSB has published its gender pay gap, with a 4.4% reduction over that period. When we signed up to the Women in Finance Charter in 2017, we had 36% female representation in senior roles. As of February 2026, female representation in senior management is 43%, exceeding our 2025 Charter target of at least 40%. Additionally, 12% of senior women describe their ethnicity as Black, Asian or minority ethnic.
Ethnicity: This is the fifth year TSB has published its ethnicity pay gap, and this year it has reduced to 6.1%. When we created our Inclusion Strategy in 2021 our Black, Asian and minority ethnic colleague representation was 11.5% and our target was 14% by the end of 2025. As of February 2026, our Black, Asian and minority ethnic colleague representation has exceeded our goal at 20%. This is a strong outcome that we will continue to build on. Black representation across the business is now at 3.4%, exceeding our target of 3%, and Black, Asian and minority ethnic senior leadership is now 12%, exceeding our 10% goal.
Disability: In 2025, we published our Disability Pay Gap for the first time, and are one of the first businesses to do so voluntarily. Our disability pay gap is 11%, alongside strong colleague data disclosure of 85%. As of February 2026, 20% of colleagues have disclosed a long-term health condition or disability, which is higher than our representation goal of 19%.
For more information of TSB’s Diversity and Inclusion plans and greater details on our pay gaps:
