Implementing a comprehensive diversity and inclusion (D&I) agenda in one developed market can be challenging. Rolling it out across a global network covering countries with divergent histories, cultures and levels of economic development is on another scale of difficulty.
This perhaps explains why most large banking groups publish numbers on gender and racial diversity for employees in their home markets but lump the rest of their workforce together under a ‘global’ tag.
A notable exception to the rule is Santander.
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