Abstract

PurposeThis paper aims to examine the policies that helped Nationwide Building Society to become one of the UK's top 50 employers for women.Design/methodology/approachIt provides two detailed case studies of women who have climbed the corporate ladder at the building society.FindingsIt explains that the building society has developed flexible working patterns to suit the business and its people – including part‐time, term‐time, job share, annualized hours, and flexible and home working. It also has a thriving employee‐led women's network, which has a powerful role in forming future policy, while helping the business better to understand and embrace women's specific needs.Practical implicationsThe paper reveals that almost 70 percent of Nationwide's workforce are women. They make up more than 63 percent of managers – more than double the financial‐services industry benchmark – and 28 percent of senior managers.Social implicationsIt explains that Nationwide supports the work of the Equal Opportunities Commission on closing the pay gap between men and women. Nationwide's equal‐pay audits ensure that the organization's drive for equality is backed up by what it pays.Originality/valueThe paper provides a detailed account of the career progression of two women at Nationwide.

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