We strive to create a work environment where people feel included, are treated with respect, and can thrive professionally. Through our initiatives, we aim to attract, develop and retain the best and brightest from all walks of life.
Our employee-led diversity and inclusion committee, #included, focuses on certain aspects of diversity which we believe are central to building a diverse and inclusive workforce and industry.
As we publish our gender pay gap data for the fourth year, we have also published our ethnicity pay gap for the first time. We are one of only a handful of firms in our industry to do this and we encourage other businesses to follow suit.
While we are aware there is more we can do to promote and encourage diversity, we recognise the need to be both pragmatic and aspirational in our approach.
Publishing our gender and ethnicity pay report is one step towards improving transparency with our stakeholders. We welcome you to read the conclusions of our reports to review the success of our diversity and inclusion strategies thus far.
We remain fully committed to harnessing diverse talent and fostering an inclusive culture where all our people can thrive.
As a business, we are on track to meet our equality targets. When we signed up to the Charter in 2018, 21% of our senior management were female. By the end of 2022, that figure will have increased to 30%. Female representation on our executive committee has jumped from 11% to 33% and we currently have two female Non-Executive Directors.
When it comes to recruitment, 48% of the 75 new hires we made last year were female, up from 42% in the previous reporting period.
of women in senior management
gender balance for all entry level hires
of women across the business
I am proud of the work we are doing to create positive change and hope that, in time, one of the barometers of that success will be gender parity.