The Women in Finance Charter

In November 2016 AAT signed up to the Women in Finance Charter and was the first accountancy body to do so.

A pledge for gender balance across financial services

The Charter, introduced by HM Treasury as a pledge for signatory firms to work together to help build greater gender balance in financial services, was created to reflect the government’s aspiration to see gender balance throughout the industry.

Published in March 2016, it commits firms to supporting the progression of women into senior roles by focusing on the executive pipeline and the mid-tier level, as well as carrying a number of other pledges to promote gender diversity.

AAT's commitment

With women comprising approximately two-thirds of AAT’s 130,000 members worldwide, AAT has been a leading voice calling for the promotion of gender equality in business.

Through signing the charter AAT have committed 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

AAT's target under the charter is to have 40% females in senior management by March 2022. 

Update on our performance against the targets in 2021

When we signed up to the Charter in November 2016 we had 30% female representation at senior manager level. At September 2018 we had 35%. This rose to 40% in September 2019, and 43% in September 2020, and we can confirm that this has remained at 43% in September 2021.

The gender split on our executive team in September 2020 is 60% female.

Our Equality, Diversity and Inclusion (EDI) champions have gone from strength to strength this year with five more male colleagues joining, one of whom is a member of the executive team. The group have been incredibly proactive in terms of sending out communications to the business to educate, raise awareness with, and engage colleagues around a whole variety of EDI matters throughout a difficult period, and they've kept EDI high on our agenda.

We have signed up to the Race at Work Charter and we've published our ethnicity pay gap figures for the first time this year.

We continue to be members of the Employers Network for Equality and Inclusion and they have supported us with unconscious bias training for all colleagues.