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About us

Women in Finance

In June 2017, we became a signatory to the Women in Finance Charter, a government-led initiative designed to Women in finance charterencourage gender balance across the financial services sector.

By signing up to the Charter, firms:

  • indicate their commitment to support the progression of women into senior roles;
  • set targets and implement the right strategy for their organisations to achieve those targets; and
  • publicly report on progress to deliver against their targets to support the transparency and accountability needed to drive change.

What we have done so far

Our Women in Finance Charter aim

We strive to ensure that all of our customers and staff feel valued and included.  Accordingly, we closely monitor our staff gender balance and focus on ways in which we can adapt our recruitment, training, benefits and employee support mechanisms to help us achieve our aim of increasing female representation at senior management level to 30% by December 2020.

Senior management

At the end of 2020 37.1% of our senior managers are females, this is a huge improvement from when we signed the Charter in June 2017, when this was only 28%.

Maternity and Paternity pay

We have enhanced our maternity, paternity and shared parental leave pay policies, and refined of our maternity buddy scheme.

30% Club

In 2019 we joined the 30% Club’s mentoring programme and much has been gained by the 24 members of our senior management who took part, either as mentors or mentees.

Leadership development

Our annual leadership development programme continues to offer our pipeline of female senior managers the opportunity to develop.

Recruitment

Working with the Investment Association and its IA20/20 programme, we spread the word about the range of careers available to all in financial services.

Training

We have been training managers in interview techniques designed to reduce to likelihood of unconscious bias by managers who recruit ‘in their own image’.

2020

Gender Pay Gap

The aim of gender pay gap reporting is to show the difference between what women earn at a workplace and what men get paid at the same organisation – irrespective of their jobs.

 

 

Our 2020 update

Women writing

When we signed up to the Charter in June 2017 our aim was to have 30% female representation at senior management level.  As we approach the end of that period, we are pleased to report that we have improved on last year’s progress towards our target, and 37.1% of our senior management is now female.

At this time last year, we aimed to continue to optimise our recruitment, development and retention activities. 

In terms of retention and development activities, much was gained by the 24 members of our senior management who took part, either as mentors or mentees, and another cohort will be taking part this year.  Our Leadership Development programme also continues to offer our pipeline of female senior managers the opportunity to develop.

In terms of recruitment activities, we have been working with the Investment Association and its IA20/20 programme, to host various work experience days as well as encouraging existing staff to become IA Ambassadors, spreading the word about careers available in financial services. 

Following up on one of the issues raised by the government’s evaluation of Women in Finance Charter responses from member firms, we have also been examining our interview processes.  In particular, we have been training managers in interview techniques designed to reduce to likelihood of unconscious bias by managers who recruit ‘in their own image’.  This builds on our recruitment process where we use only those recruitment agencies who have committed to diversity and inclusion best practice (wherever practicable).

In the year ahead we will be setting a new Charter target and continue our commitment to development programmes which help advance women at all levels, thereby strengthening our talent pipeline to senior management.