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Collinson Group

Women in Finance Charter

23 September 2016 Go To News Feed

Last year the government asked Jayne Anne-Gadhia, CEO of Virgin Money, to lead a review into the representation of women in senior managerial roles in financial services.  This work complements the government's wider programme of work to tackle gender inequality and support women in the work place.

Collinson Group has signed up as a signatory to the HMT Women in Finance Charter for all roles within Insurance & Assistance and as a result will deliver against the following recommendations:

  • Assign a senior member of the executive team who is responsible and accountable for gender diversity and inclusion
  • Set internal targets for gender diversity in senior management
  • Publish our progress towards these targets annually
  • Have an intention to ensure the pay of the senior executive team is linked to the delivery of these targets

Our internal targets for gender diversity in senior management are as follows:

Recruitment

  1. We will not appoint to senior management without first actively engaging with all of the female potential successors in the department to help them assess their readiness for a new challenge and to encourage potential candidates to apply for the role.
  2. We will interview at least one female candidate in at least 90% of selection for roles in senior management.
  3. Over the next 12 months we will aim to at least maintain the representation of females in our senior management population at 40%

Talent Management

  1. Talent management processes will be in place and actively supported in the next 12 months.
  2. Talent management processes will include targets for the inclusion of female employees.
  3. We will work with females who are selected for talent management processes to identify if additional mentoring or coaching would be of value in helping them achieve the next layer in the organisation.

Succession Planning

  1. For Executive posts, we will identify the most likely female successor (irrespective of "time before ready for post") and ensure that development plans are in place.
  2. Ensure that all succession plans contain at least as high a proportion of females as for our total population at that level.

We have the intention to ensure the pay of the senior executive team is linked to the delivery of these targets:

The internal targets for gender diversity in senior management will form part of the objective set for every member of the Insurance & Assistance executive team within Collinson Group.  Progress towards them will be formally reviewed at the end of April 2018 and performance vs all objectives which include the gender diversity targets will be part of the overall remuneration outcome for the 2017/18 Financial Year.

Your senior executive team member who is responsible and accountable for gender diversity and inclusion is:

Lawrence Watts
Business Development Director
lawrence.watts@collinsongroup.com

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