OUR GOAL
Our Women in Motor forum drives greater gender diversity and inclusion within the business. We’ve introduced initiatives focused on inclusive interview panels, attendance at leadership meetings, attracting diverse talent, encouraging women through the promotional pipeline and to retain talented women.
The Automotive 30% Club aims to fill at least 30% of key leadership positions with women in member organisations by 2030. As a proud member of the Club, we’re dedicated to helping achieve a better gender balance within our own organisation. Several of our female colleagues have been recognised for their hard work in this important area, including for their involvement in our very own Women in Motor Forum.
We celebrate diversity and are committed to creating an inclusive culture where all of our employees can feel proud to work for us, regardless of their gender, age, ethnicity, disability, sexual orientation or background. To hear from some of our employees about their experiences.
We're proud of our employees who have won industry awards.
Automotive 30% Club - HR Game Changer 2022
Women in Credit Awards 2022 - Transformation of the Year
Learn more about the five values at the heart of Close Brothers Motor Finance.
We build long-lasting relationships, both internally and externally. By valuing everyone’s contribution and recognising successes, big and small, we create a diverse and inclusive environment for all.
We go the extra mile, acting with fairness, transparency, and professionalism. We are agile and look for opportunities to improve our service and innovate.
We leverage the diverse experience and knowledge of our people, creating opportunities to enhance skills and expertise, to support our colleagues and our customers.
We believe in collaboration, supporting each other, and sharing best practice to achieve our full potential.
We act with integrity and authenticity, putting the best interests of our people, our customers ,and all our stakeholders at the heart of what we do.
We have roles to suit every skill -set, whether that's in our head office, on the road, or in a partner hub.
Based in the heart of Doncaster, our head office is home to over 150 employees.
Our five partner hubs across the UK support our partners in achieving their business objectives.
We have over 80 field-based sales professionals across the UK who are key to providing our unique service-led sales approach.
In addition to the competitive salary and pension scheme that you’d naturally expect, we have a wide variety of options to help you build a benefits package that’s perfect for you.
We have an extensive range of standard and enhanced benefits to suit you. In addition to a competitive salary and pension scheme that you’d naturally expect, we have a wide variety on offer to help you build a benefits package that’s perfect for you.
Your Core benefits include:
We also offer a holiday purchase scheme, Wellbeing Day, enhanced parental leave, along with many more benefits.
We have Bank-wide networks, like gender balance, working parents & carers, mental wellbeing, Unity and Reach.
Plus, in Motor, a network has been created to support colleagues around the menopause and push forward the menopause agenda around policy, practices, training, and communication.
We’re members of the Automotive 30% Club which is a voluntary network of businesses from the UK’s automotive manufacturing, retailing, and supplier industry. The goal is to achieve a better gender balance within the automotive industry, with the aim of filling at 30% of key leadership positions with diverse women by 2030.
We support their events including outreach activities with schools, social media campaigns, and their Inspiration Women in Automotive Awards, where we have had several winners in the past.
Our inclusive culture is part of our success. We are a dynamic but caring business, who always put ‘colleagues first’, which is our mantra.
We understand that we’re most effective when we have a diverse workforce. Therefore, we focus on all our under-represented groups, and work hard to ensure our recruitment processes is diverse, including candidate pools and interview panels.
We ensure there is equity, not just equality. And we consider our talent programmes and succession planning to push our diversity and inclusion agenda forward.
We know our colleagues are at their best when they feel fulfilled and excited by their roles.
We develop our management team to engage in meaningful development conversations, and they work closely with our Learning and Development team to access appropriate interventions.
We look for opportunity to create secondments and internal mobility and year on year we see around 30% of our colleagues moving to a new opportunity.