by the difference between male and female representation at senior levels. this is not an excuse. as i hope i have demonstrated, the bank is making strides to close this gap in a fair and sustainable manner that empowers all colleagues at the bank. nonetheless, the disclosure helps everyone to track progress and hold the bank to account. to that end, hr publishes diversity metrics by division every quarter. the internal committee of governors as well as the court of directors ( the equivalent of our board ) regularly review and discuss the bank - wide and divisional figures to identify areas for improvement. in 2018 we were also one of the first organisations to conduct and publish a special cognitive diversity survey to gain a better understanding of how our colleagues feel about working at the bank. the survey measured seven inclusivity metrics including interpersonal interactions, flexible working, communication with leaders as well as recruitment and promotion, and results are cut across twelve different aspects of diversity. our results indicate colleagues are generally positive about inclusiveness at the bank on every metric measured by the survey. 80 % of colleagues in our annual employee survey reported that the bank takes diversity seriously, seven percentage points higher than the uk average. and 87 % of bank colleagues say they are treated with respect as an individual, six percentage points higher than the uk average. these survey results and the progress against our targets are encouraging, but there is always more to do. and diversity is, of course, about more than gender, including ethnicity, age, disability, sexual orientation and socio - economic background. the steps that we have taken to improve gender diversity and the lessons we learn from the industry are supporting the bank ’ s approach to increase diversity and inclusion more broadly. women in finance, house of commons treasury committee, fifteenth report of session 2017 – 19. available at : https : / / publications. parliament. uk / pa / cm201719 / cmselect / cmtreasy / 477 / 477. pdf. all speeches are available online at www. bankofengland. co. uk / news / speeches conclusion i hope that these positive examples leave you in the right mood for the final part of today : celebrating success. without delaying the awards any longer, let me leave you with three reflections that sum up what the bank of england has learned from its experience of promoting diversity and inclusion. first, in a world of division, fusion will bring breakthroughs. diversity delivers value, but it is also, quite simply the right thing

holistic “ hong kong inc. ” approach in developing fintech. this will be about making the most of synergy and collaboration to drive the hong kong platform forward. 41. as we continue this journey, we need your participation. whether you are a technology service provider, a technology user in a financial institution, or an investor who funds these fintech innovations, we invite you all to join us. this is going to be an exciting transformation, and we intend to make sure hong kong is at the leading edge of it. 42. join us and be part of the change! 5 / 5 bis central bankers'speeches