HM Treasury Women in Finance Charter
HM Treasury Women in Finance Charter
Progressive Building Society has signed the HM Treasury Women in Finance Charter which has a key priority of harnessing the talents of women in financial services.
It marks the sector’s collaborative efforts to drive meaningful and permanent changes in the representation of women in financial services, to ensure women everywhere are able to fulfil their potential. In signing the Charter, the Society has made the following pledges to improve gender diversity.
Pledges
The Society will set internal targets for gender diversity in senior management.
- Maintain current female participation levels at Management (74% female participation) and Senior Management Committee (38% female participation), improving these where possible, in line with recruitment practices to ensure continued strong female representation;
- Launch a programme that aims to give every female staff member the opportunity to participate in female focussed development opportunities that support career enhancement through Women in Business Northern Ireland (or other suitable alternative) with a target that at least 30 female staff participate.
- Develop a recruitment /promotion strategy that enhances attraction of female applications to Society roles and supports the retention and career development of existing female staff.
- Develop a maternity returners engagement programme that encourages females to return to work (at least 90%), build their confidence, and refresh their focus on their careers within the Society.
Progress
When we signed up to the Charter in 2016, we had 38% female representation at senior management level. As of 30 September 2023, we have 63% female representation in senior management. We are pleased to report that we have met this element of our Charter target.
When we signed up to the Charter in 2016, we had 74% female representation at management level. As of 30 September 2023, we have 70% female representation at management level. Whilst non-replacement of staff into roles that were vacated by females retiring from the Society has reduced the percentage slightly, overall the Society continues to provide strong opportunities for female leaders.
Promoting from within and providing female role models is central to our diversity and inclusion commitment to our female staff.
We plan to continue with our focus on female hiring, development opportunities and maternity returners in the coming years.