Update for Members: National Joint Forum Culture Meeting

Advance Union attended the National Joint Forum Culture Update meeting on 25 March 2026, where Santander’s Culture Centre of Excellence (CoE), led by Damien Shieber, briefed unions on substantial people‑focused initiatives. The union’s view is broadly positive, and we welcome the increased transparency around culture, wellbeing, and engagement. However, we also remain firm in ensuring that these activities genuinely translate into improved working conditions for all colleagues.

Below is a summary of the key areas discussed, along with Advance Union’s position.

1. Global Engagement Survey

Santander outlined significant changes to the annual Global Engagement Survey, including a move to a shorter in‑house survey tool and the creation of a single UK‑wide action plan rather than team‑specific plans.
The survey will:

  • Use a new global tool
  • Shift from quarterly surveys to one annual survey plus a shorter pulse later in the year
  • Save an estimated 22,000 hours by reducing survey length
  • Include a clear timeline for action planning and follow‑up

Advance Union welcomes simplification, but we will monitor how effectively local issues are captured under a centralised action plan model. We believe union representatives can equally be the members’ voice between surveys and help the bank shape their ongoing strategy as it evolves, showing our greater purpose to be the informed voice at work.

2. Deliver, Develop, Transform – New Behavioural Framework

Santander announced the transition from TEAMS to a global Deliver, Develop, Transform behavioural model intended to increase alignment with high‑performance expectations.

The framework focuses on:

  • Deliver: Value‑creating impact
  • Develop: Learning, trust, and raising standards
  • Transform: Driving change with a global mindset

A structured rollout took place around Santander Day on 14 April, including manager briefings and colleague communications.

Advance Union supports behavioural clarity but will not accept any use of this framework to justify unreasonable pressure, punitive performance management, or the erosion of fair treatment.

3. Diversity, Equity & Inclusion (DE&I)

What Santander reported

Santander presented significant updates on DE&I representation, data disclosure, internal mobility and network integration. This included:

  • Representation data across gender and ethnicity at all pay levels
  • The “Choose to Be Counted” disclosure campaign to increase confidence and transparency around identity data collection, helping better identify trends.
  • A new inclusive career development model focusing on skills‑based progression, manager accountability, and structured sponsorship for under represented groups
  • Integration of DEI networks between TSB and Santander to strengthen cross‑organisation collaboration while preserving safe spaces and continuity for members

Advance Union’s Strong Position on DEI

Advance Union wants to be absolutely clear: DEI is not optional, secondary, or a “nice to have” for us. It is a core union value and a fundamental condition for fairness at work.  Our working party is working through ideas and concepts to put to you, our members, at conference lite in the summer.

Our conference motion reaffirmed that:

  • DEI must be a strategic priority in every workplace discussion, negotiation and policy review.
  • Members from all backgrounds deserve equitable access to progression, development, and opportunity.
  • Representation matters—not only in senior leadership, but in line management, decision‑making and project roles.
  • Data transparency is essential for understanding and tackling inequality.
  • DEI work must be properly resourced, visible and measurable, with accountability at all leadership levels.

At the Forum, we expressed strong support for initiatives that meaningfully improve DEI outcomes, but we were equally clear that Advance Union will challenge any gaps between ambition and delivery.

We will continue to do so with the full mandate of our membership.

4. Wellbeing Strategy

Santander presented its new wellbeing framework and a detailed rollout plan across March–May. The focus is on recognising wellbeing as a performance and leadership responsibility and addressing burnout risk, especially during periods of change.

Key themes included:

  • Sustainable intensity
  • Workload management
  • Leaders modelling healthy behaviours
  • Colleagues adopting energy‑protecting habits

Advance Union strongly supports the new emphasis on wellbeing. We stressed that well-being commitments must be backed by realistic workloads, fair expectations, and adequate staffing. We will continue to monitor this closely.

5. Employment Rights Act – Significant Policy Changes

Santander shared a detailed timeline of forthcoming legal changes affecting employment rights from 2026 through 2027, including:

  • Day‑one rights for paternity leave and unpaid parental leave
  • Improved Statutory Sick Pay
  • Sexual harassment is included as a whistleblowing ground
  • Major changes to unfair dismissal rules
  • Strengthened union rights, including workplace access and electronic balloting
  • Restrictions on “fire and rehire”
  • Expanded protections during family leave and menopause support requirements

Advance Union is strongly supportive of these expansions, as was the bank so we will work with them to ensure they are implemented fairly and in full.

Union Summary

The meeting was constructive, and a number of themes—well-being, DEI, culture, and employee voice—were encouraging. However, Advance Union remains focused on ensuring that commitments lead to real improvements in everyday working life.

On DEI in particular, our stance is stronger than ever:

  • We expect measurable progress.
  • We expect transparency.
  • We expect equity in development, opportunity and treatment.
  • We expect DEI to remain a priority in every decision that affects our members.

This is not just our preference—it is the instruction of our membership through last year’s democratic conference mandate.

We will continue to keep members updated as this work progresses, and we encourage all colleagues to engage with surveys, networks and feedback opportunities to ensure your voice remains central to shaping the future culture of Santander.  We were, however, encouraged by the commitments shown by Santander, as they believe we all need to stand strong to make Santander a place to be yourself at work.