This has included: – restructuring our Group Executive, which has enabled us to confirm the direct reports that are included in our defined senior management population, and creating a talent pipeline into this population; – initiating work to review and update the HR policies and processes that will enable the Group’s businesses to consistently support the work to improve our gender diversity performance; – delivering the Next Generation Women’s Leadership Programme to women from across Provident Financial Group (of these, 24% have gained promotion); and – reviewing our external recruitment process to ensure a 50/50 gender balance in shortlists for all Senior Leadership vacancies.