inter alia, by our recently introduced consumer protection risk assessment ( ‘ cpra ’ ) model, which is designed to assist supervisors in assessing how risks to consumers are being identified and managed within firms. in addition, the central bank has placed a specific focus on improving the levels of diversity at senior levels in financial services firms. the aim is to improve decision - making with these firms, reduce the risk of groupthink, improve risk management, and in doing so, ensure that organisations give sufficient priority to the experience and treatment of their customers. culture report – findings in our view, effective organisational culture builds on a shared purpose and standards such as professionalism, honesty, integrity and accountability to deliver fair outcomes for consumers – and we expect to see it in all the firms that we regulate. the culture report assessed the current culture at the five retail banks : aib, bank of ireland, permanent tsb, ulster bank and kbc. in summary, the report finds that banking system still falls short in terms of embedding a truly consumer - focused culture. to undertake the assessment, we worked with our counterparts in the dutch central bank ( the ‘ dnb ’ ), a recognised leader in the assessment of bank cultures. the review team was diverse in composition, comprising conduct and prudential supervisors, governance risk experts and 2 / 7 bis central bankers'speeches organisational psychologists. the reviews involved both on - site and off - site assessments in order to ensure the necessary breadth and depth. we undertook 1, 400 hours of desk - based review, ran more than 500 surveys and conducted 75 interviews, in addition to observing meetings and assessing decisions in each bank. our assessment focused on the executive committee of each bank, since the senior leadership is responsible for driving the behaviour and culture in an organisation, under the direction of the board. an effective consumer - focused organisational culture is one in which consumer needs are adequately identified, discussed and taken into account. the reviews identified that all banks have recently taken steps to reinforce the consideration of the consumer interest in strategy, decision - making and procedures. while all five banks are working to embed a consumer - focused organisational culture, some are more advanced than others. furthermore, the reviews revealed behavioural patterns in leadership, strategic decision - making and outlook that could jeopardise the successful transition to a consumer - focused culture. as a result, it is clear that consumer - focused cultures in the banks remain under - developed and will only be

hires ’ earnings in ireland ”, research technical paper, vol. 2016, no. 6, central bank of ireland. [ 28 ] for a review of these programmes, including evaluations of effectiveness, see “ labour market policy thematic review 2017 : an in - depth analysis of the impact of reforms on inequality ” and igees [ 29 ] card, d., kluve, j., & a. weber ( 2017 ) “ what works? a meta analysis of recent active labor market program evaluations ” journal of the european economic association, volume 16, issue 3, june 2018, pages 894 – 931. [ 30 ] according to the cso, between 25 and 31 % of pup recipients in q4 2020 were economically ‘ inactive ’ – in other words, not working, but also not available or looking for work. [ 31 ] this is because, as the oecd ( 2020 ) has pointed out, the likelihood of re - employment, including through almps, is typically higher for individuals that remain in the labour force ( aside from periods of inactivity due to re - entering education or training ). [ 32 ] the pandemic is accelerating pre - existing employment trends. for example, labour - saving automation in customerfacing settings - to meet public health measures during the pandemic - are unlikely to be reversed, even where they are not necessarily productivity improving. there is some evidence this may affect women especially hard. a recent brookings paper considered historical patterns of workers moving across sectors suggest a limited switching between sectors or occupations in the us. this could mean that considerable upskilling and re - training is required to prevent this sort of mismatch, and a permanent increase in the unemployment rate. [ 33 ] see for example covid - 19 : a backward step for gender equality, work, care, and gender across uk lockdowns & the gender gap and covid - 19 : evidence from eight advanced economies. [ 34 ] lambert, d., mccann, f., mcquinn, j., myers, s. & f. yao ( 2020 ). “ sme nances, the pandemic, and the design of enterprise support policies ”, financial stability note, vol. 2020, no. 8, central bank of ireland. [ 35 ] see speech and q & a by the president of the eurogroup and minister for finance, paschal donohue, td at the dublin economics workshop on