Avec soixante ans d'histoire au Royaume-Uni, Mobilize Financial Services UK est le spécialiste des services financiers pour quatre des marques automobiles leaders sur ce marché : Renault, Dacia, Nissan et Alpine. Mobilize Financial Services place la satisfaction client au coeur de ses actions, pour fournir des solutions innovantes de financement, d'assurance, de services et de paiement pour tout type de clients : particuliers, professionnels, marques automobiles et concessionnaires.
Notre filiale au Royaume-Uni compte plus de 420 collaborateurs, basés à Rickmansworth, dans la banlieue de Londres.
Créée en 2015, RCI Bank est une banque d'épargne digitale britannique, engagée pour aider les épargnants britanniques à préparer leur avenir à travers des produits d'épargne simples, une approche humaine du service client primée, et des taux compétitifs. RCI Bank propose une gamme de comptes primés, allant de l'accès facile aux comptes d'épargne à terme fixe de 1 à 5 ans, en passant par le préavis de 95 jours, ou le compte d'épargne verte RCI Bank E-Volve Savings avec 14 jours de préavis. Que le client cherche la simplicité, de bons taux ou quelque chose de différent, leurs comptes d'épargne présentent des bénéfices à plusieurs facettes.
RCI Financial Services Limited, qui opère avec la marque commerciale Mobilize Financial Services, est tenu par la loi de publier un rapport annuel dédié sur le Gender Pay Gap en raison du nombre d'employés au sein de l'organisation. Il s'agit de notre rapport pour avril 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
