With a 60-year history in the UK, Mobilize Financial Services UK is the finance company for four of the UK's leading car brands: Renault, Dacia, Nissan and Alpine. Mobilize Financial Services places customer satisfaction at the heart of its actions: retail and professional customers, car manufacturers and car dealers, providing innovative financing, insurance, services and payment solutions.
Our UK subsidiary has 420+ team members based in Rickmansworth, on the outskirts of London.
Established in 2015, RCI Bank is a digital savings bank committed to helping UK savers prepare for a better tomorrow through their simple savings products, award-winning human approach to customer service, and competitive rates. RCI Bank offers a range of award-winning accounts, from their Freedom Savings account, to their 1-5-year fixed term accounts, a 95-day notice account, and the RCI Bank E-Volve Savings 14-day notice account. Whether you're looking for ease, a great rate or just something different, you'll find their accounts rewarding in more ways than one.
RCI Financial Services Limited – operating under the commercial brand Mobilize Financial Services - is required by law to publish an annual gender pay gap report due to the number of employees within the organisation. This is our report for April 2025.
The Gender Pay Gap Report (april 2025)
As RCI Financial Services Ltd (trading as Mobilize Financial Services Ltd) employs more than 250 people it is required by law to conduct Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. We are required to show the difference in average earnings of men and female earnings in our organisation.
At Mobilize Financial Services the pay system grades range from administrative to director level. Grades vary according to the level of responsibility that staff have. Each grade has a set pay range. MFS operates a reward and recognition scheme based on performance, irrespective of gender.
The data for Mobilize Financial Services shows the mean gender pay gap now at 14%, We recognise there is a higher proportion of female employees who work in our administrative roles; however, we now have 32% of our senior leadership positions filled by women. We have an aim to reach 50% in the next 2 years. We are supportive of flexible and part time working to allow all parents to share in the responsibilities within the home. To reflect this further, we have increased our paternity leave to give those with one years’ service four weeks full pay paternity leave. However, 98% of our part time requests remain from women.
We recognise that we need to continue developing the gender balance at the most senior level, and we believe this can be achieved by having more focussed action around attracting, retaining, and developing female talent. In 2025 we have successfully offered 19 internal promotions to women. As of April 25, our executive committee is 42% female, with succession plans being fully gender balanced.
We have an established mentoring programme, several levels of management development programmes, and have introduced a women in leadership programme, in collaboration with our Renault Group partners. All these programmes are open and accessible to our part time staff.
As well as hybrid working, we offer all employees a wide range of flexible working options, such as part time working, term-time contracts and home working, which enables them to effectively manage their work/life balance.
We are also proud to support women at the very beginning of their careers. From our Industrial Placement Scheme where 55% of our 2025 cohort are women and we are delighted to be supporting graduates and apprentice’, 45% of whom are women. These schemes are dedicated to supporting young people as they develop important skills and experience needed for a successful future career.
At Mobilize Financial Services, we continue to work towards our goal of ensuring all people are rewarded fairly for their contributions, regardless of their gender. We have a target in place to reduce our gender pay gap by 50% over the next 4 years.
With all our achievements in the past few years we have successfully achieved the “Great Place to Work for Women” Award for 5 years in a row.
When looking at our recruitment process, we have reviewed the way we advertise jobs to make sure our language is gender neutral. Requirements for the roles trying to list as behaviours rather than technical skills and we ensure that all interview panels are diverse.
Work on eradicating the gender pay gap.
We will continue to build on our company Shift Values by:
- Supporting women returning to work - through shared parental leave, part-time, and term-time only opportunities, home working and remote working.
- Supporting women progress in their careers - through development conversations with their line managers, development opportunities, regular formal career conversations and through succession planning.
- Encouraging men to take advantage of arrangements which enable them to fulfil their caring responsibilities, such as shared parental leave and part time working.
- Monitoring remuneration – to identify pay differences and take targeted action where appropriate.
- Continuous improvement of the recruitment process enabling us to promote and recruit top female talent.
- Building our Mentoring scheme - female mentoring a female to encourage empowerment and networking and thus enhancing their career.
Paola Alves (Chief People Officer)
