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:

  • 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 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.

Our vision and commitment

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.

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What we're doing

We are determined to continue to build an environment where everyone’s views can be heard, and contributions are valued.  We’re seeing the progression of talented women across the business through the organisation and will now be supporting the Charter across the Aldermore Group including MotoNovo Finance (MNF).

We’ve changed the way we operate around diversity and inclusion, by setting up an umbrella agenda supported by senior leaders across our four core areas of focus.  These are:   

  • Inspiring future female leaders 
  • Mental health
  • BAME colleague network
  • LGBTQ+ and Allies


We’re fully committed to making a difference, to building a culture that makes Aldermore an even better place to work and where colleagues are backed to be their best.

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December 2023 update

Fostering a more equitable and gender-balanced workforce is not only the right thing to do, but it also contributes to building more productive and successful companies.

2023 has marked a year of significant progress. As of June 2023, we surpassed our target of 30% female representation in senior management positions by achieving 39% representation for the first time. Our female representation on the Executive Committee now stands at 18%, while for our Board, 20% are female.

To advance towards our goals, we have implemented several initiatives this year:

  • We established a new diversity and inclusion strategy and quarterly steering committee, spearheaded by a senior leader, to drive DEI initiatives across our organisation with a key focus on gender equity at all levels of the organisation.
  • Recognising the importance of our Women's Network, we allocated a dedicated budget to enhance its activities, including talks led by inspiring female voices, support for International Women’s Day and sponsorship of the Women of the Year Awards.
  • Additionally, we introduced a support network for families and carers, continued our work to highlight awareness of menopause and hormone-related health, developed a returners support guide for colleagues who have been on parental leave, and published our new fertility policy, offering 10 days of leave annually to colleagues undergoing fertility treatments.

Despite these accomplishments, we remain committed to continuous improvement and recognise the need to maintain our momentum in building a more gender-balanced workforce. Therefore, next year, our talent and succession planning with our Executive Committee will continue to prioritise gender balance and the development of high potential female talent through our flagship leadership programme. We will continue to drive high participation in our Moving Ahead 30% Club mentoring scheme, which provides coaching and guidance to women in our business who aspire to take the next step in their careers. Most importantly, we are targeting 40% female representation in senior management positions by the end of FY 2024. And by 2025, our goal is to achieve 50% representation.

To learn more about our efforts to make Aldermore a more diverse and inclusive business, please refer to our Report to Society here.