Nomo Reviews

Thank you for leaving your feedback. We’re disappointed to read the comments about your experience and would firstly urge you to raise these with your line manager or a HR representative so we can work together on the matters you raise. Decisions around streamlining are never easy, but necessary to ensure our business model is sustainable and that we’re fit to deliver our strategy. To touch upon the points you raise: - The contractual requirement to take 10 consecutive days of holiday is standard within Banking and Financial Services from a governance and well-being perspective. - Almost all of our benefits have always aligned under a shared Group policy. There has only been a small number of amendments to the extensive and generous suite we offer to bring clarity, equity, or alignment. - In only one case, it was determined that the benefit was not able to be sustained from a commercial, operating, and internal equity perspective so it was withdrawn after careful consideration. This benefit was non-contractual. - The employee engagement survey has been scheduled and completed in December for the past 9 years. This survey is completely independent to any redundancy activity in which consultation with employees only commenced in February the following year. It is absolutely appropriate for us to reference this data as it was collected independently and represents the voice of our colleagues. - We openly shared our observations on recent Glassdoor reviews for Nomo with our Tech colleagues following an offsite where we really took time to reflect back on the many highlights over the past year. Following this, we encouraged colleagues to share their views if they wanted to and we encouraged balanced feedback. - Performance review data was absolutely reviewed and included in the 2024 discretionary bonus award process. - We don’t recognise your comments around diversity, and this is not supported by our diversity data. We are a diverse group in many respects, and we celebrate this frequently with more work planned on this front in 2026. - In terms of social events and opportunities to collaborate and get to know one another, we have had a programme of engagement activities throughout the year both during and after working hours. Recently, we have empowered our teams to design their own festive celebrations, and feedback has been positive on this initiative. - Salary increases are based on economic, sector and social factors and we engage specialist remuneration advisers to assist us. We are sorry that there appears to be a misalignment of ideas, instincts, and expectations on a number of matters and this is obviously not how we want our people to feel. We would really like the chance to engage with you, and we again encourage you to reach out to your Department Head or HR. We recognised there is always room to improve and we know this is best done in a collaborative and constructive way.

Thank you for taking the time to leave your feedback. We’re disappointed to read that you’re not enjoying your time here. Nomo was established at pace during the pandemic to offer something completely new and innovative. We recognise that while we’re continuing to evolve, we may not get things right every time, but our agile and fast-paced structure means that we can continue to adapt and improve. Customer experience is at the centre of everything we do at Nomo, and we’re continually looking to innovate and become the go-to digital Islamic bank. Treating customers fairly and meeting all of our wider obligations is a non-negotiable for us. The same applies for any outsourced solutions where we have a governance framework in place to ensure we have the right services in place. We’re also saddened to read your comments around Nomo’s culture. Bullying has no place here, and we have corporate values which guide and encourage a culture of collaboration, openness, and respect as we continue to grow and deliver on business results. Management work hard to make this a successful and great place to work and strive to be open and transparent with colleagues – this includes sharing feedback with colleagues when things need to improve. We also seek feedback too, and this is done quarterly via the engagement surveys, so we can promptly address any concerns raised. Our recent survey showed good levels of satisfaction with our culture, and a strong understanding of where we are at in our strategic growth pathway. We would really value the opportunity to chat with you about your feedback as there is a lot to unpack in what you have said and there are elements that are disconnected with what we know (such as the employee turn-over rate). We would really like the chance to understand more. If this is something you’re happy to do, please feel free to contact your line manager, HR, or any members of the Senior Leadership Team. Alternatively, our Compliance Representative can also be contacted by any members of the team to share any concerns, raise awareness on matters or even just to be a sounding board.