HM Treasury’s Women in Finance Charter is a commitment to improve gender balance across the financial services sector, at every level.
The Charter commits firms to supporting the progression of women into senior roles in the financial services sector. It requires firms to publicly report on progress against targets to support this progression.
By signing up, organisations pledge to promote gender diversity by:
The Women in Finance Charter is focused on gender diversity, but our ambitions are much bigger.
Many of the Charter’s recommendations are about fairness, equality and inclusion for everyone.
With that in mind, we aim to develop the actions and initiatives that improve diversity but which also create a truly inclusive workplace community, where opportunities for development and progression are accessible to all and respect is embedded in all our interactions.
We remain committed to building an environment where every voice is heard and every contribution is valued.
Our ongoing work under the Women in Finance Charter continues to span the entire Aldermore Group, including MotoNovo Finance (MNF), reinforcing our long-standing commitment to gender equity.
We have expanded our umbrella agenda for diversity and inclusion, championed by senior leaders, it continues to drive progress across a number of focus areas such as:
We are fully committed to making a meaningful difference and continuing to build a culture that makes Aldermore an even better place to work where colleagues are empowered and backed to be their best selves.
A diverse and inclusive workforce is not only the right thing to do, but it also drives innovation, productivity, and overall business success. As of November 2025, we have achieved our target for female representation in senior leadership, achieving 41%, marginally surpassing our goal of 40% by FY 2025. Female representation on the Executive Committee has risen to 38%, and on the Board, to 30%. To further advance our gender equality goals, we've implemented several key initiatives this year:
Mentorship and Sponsorship
We continued our long-standing partnership with the Moving Ahead and the 30% Club, engaging 80 mentors and mentees in 2025. We proudly won the Moving Ahead Most Dynamic Mentoring Company Award for our involvement in the Mission Gender Equity Mentor Programme, recognising our commitment to impactful mentoring and sponsorship.
In addition, we participated in the Financial Times Women in Business Forum with 50 colleagues.
Celebrating Women’s Achievements
Our Women’s Network championed women and allies through flagship initiatives such as the Aldermore Women of the Year Awards, International Women’s Day events, and a new resource hub dedicated to female development, safety and health support. These efforts continue to shape a workplace where all colleagues can thrive.
Supporting Work-Life Balance and Wellbeing
We introduced new inclusive policies, including a Neonatal Care Leave Policy, offering up to 12 weeks of additional leave for parents whose babies require medical care within the first 28 days after birth. We also enhanced our flexible working process with automated tracking to identify trends and inform interventions. Our Employee Resource Groups delivered impactful campaigns, from Pride Month celebrations to educational webinars on inclusion topics.
Looking Ahead
Having met our target of 40%, we look to maintain female representation between 40% and 50% in senior leadership positions through FY 2026. To achieve this, we will have a continued focus on talent succession planning and initiatives remaining gender balanced, ensuring that female colleagues have the opportunities and support to advance their careers.
For more detailed information on our diversity and inclusion efforts, please refer to our Report to Society.
