Citibank executive claiming maternity discrimination settles case for £215k
Global banking firm, Citibank, is facing intense scrutiny after a former employee was blocked from a long-anticipated promotion after she returned from maternity leave.
Maeve Bradley had worked in the financial services sector for a notable 13 years before starting her role as assistant vice president at Citibank’s Belfast office in March 2021. She excelled in the notoriously complex derivates department for more than two years, achieving outstanding performance reviews. When she took maternity leave in spring of 2023, she was assured her position would soon be “relevelled”, and she would be promoted to vice president.
Upon her return, Ms Bradley’s childcare commitments necessitated a change in her working pattern. She reached out to her management team to discuss her needs, and was instead offered an alternative role outside her area of expertise. Ms Bradley soon learned her maternity cover had been promoted to vice president.
Ms Bradley said she was left “devastated” by the discovery and raised a formal grievance over the unfair treatment. But her grievance was dismissed, with the management team citing “performance” as the key deciding factor behind the promotion.
Considering Ms Bradley’s impressive performance, this statement raises serious questions about Citi’s internal promotion procedures and how they are adapted to fairly consider pregnancy and family responsibilities.
In response, Ms Bradley issued legal proceedings against the bank, alleging discrimination on the basis of sex and disability, as well as victimisation. Ultimately, the case settled prior to reaching employment tribunal, and she was awarded damages in the region of £215,000.
The psychological impact of these experiences on employees can be devastating.
Ms Bradley described her experience at Citibank as “incredibly stressful and disheartening”. Recent research by BioMed Central found a correlation between workplace bullying, including unfavourable treatment, and long-term psychological repercussions, such as depression, anxiety and post-traumatic stress disorder.
Victims are entitled to seek redress for the psychiatric injuries they have suffered as a result of workplace bullying, and employers should beware of the risk of potentially lengthy and expensive personal injury claims in the civil courts.
A spokesperson from Citi has since stated: “At Citi, we strive to foster an inclusive workplace. Ensuring that our standards are well understood and complied with by everyone at Citi is a continuous, proactive process.”
In light of Bradley’s case, it is imperative Citi demonstrates an effective implementation of these so-called “inclusivity initiatives” to rebuild trust with its employees and spare its reputation.
Workplace bullying should never be tolerated. If you have been the victim of such conduct, we encourage you to reach out to Bolt Burdon Kemp for a free and confidential conversation with one of our experts.
