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.
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. In October 2016, AAT held a roundtable event to discuss how employers and employees could collectively tackle the gender pay gap, from which a white paper was produced (PDF).
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 2018
When we signed up to the Charter in November 2016 we had 30% female representation. As of 13 September 2018 we have 35% female representation in senior management. We believe we are on track to meet our Charter target by our deadline.
In October 2017 we formed an Equality, Diversity and Inclusion (EDI) group which is made up of champions from around the business. The group have been incredibly pro-active in terms of running events and sending out communications to the business to educate, raise awareness of and engage colleagues with a whole variety of EDI matters.
We have joined the Employers Network for Equality and Inclusion and they have supported us with unconscious bias training for all colleagues. Finally we have reviewed our recruitment practices and have made changes to support a more diverse talent pipeline.