This is a commitment by HM Treasury and signatory firms to work together to build a more balanced and fair industry. Firms that sign up to this Charter are pledging to be the best businesses in the sector.
The Charter reflects the government’s aspiration to see gender balance at all levels across financial services firms. A balanced workforce is good for business – it is good for customers, for profitability and workplace culture, and is increasingly attractive for investors.
- commits firms to supporting the progression of women into senior roles in the financial services sector by focusing on the executive pipeline and the mid-tier level;
- recognises the diversity of the sector and that firms will have different starting points – each firm should therefore set its own targets and implement the right strategy for their organisation;
- requires firms to publicly report on progress to deliver against these internal targets to support the transparency and accountability needed to drive change.
My organisation pledges to promote gender diversity by:
- having one member of our senior executive team who is responsible and accountable for gender diversity and inclusion;
- setting internal targets for gender diversity in our senior management;
- publishing progress annually against these targets in reports on our website;
- having an intention to ensure the pay of the senior executive team is linked to delivery against these internal targets on gender diversity.
Our commitment: 50% or more women in senior management maintained by December 2020 in relation to our Executive Leadership Team
Pepper (UK) Limited are extremely proud to announce that as of January 2019 we have 50% female representation in our Senior Management Team.
Our target is to maintain this diverse leadership quota permanently.
Our overall diversity in the business sees 12% males and 8% females in management positions, and this is fairly well reflective of a business that has 47% women in the workforce.
Our target is to continue to focus on diverse representation in our recruitment with a minimum of 50% of female candidates shortlisted for interview.
We will ensure that by January 2020, all candidates are reviewed by at least one female leader in the selection process.
Our apprentice intake program will be equally diverse, as we focus on growing talent and future leaders.
We will continue to offer executive coaching to female leaders in the business as we explore opportunities for diverse and forward thinking leadership led by an already diverse executive team.