Addressing gender balance
HMT Women in Finance Charter
It is our belief, and experience, that a diverse and inclusive workplace enables our people to be themselves and deliver the best possible outcomes for our clients and customers.
Alongside our pledge to the HMT Women in Finance Charter, we are taking meaningful actions to drive sustainable change within our business.
Gender as a priority
Reinvigorate the Balance (Gender) network
- Mentoring & Sponsorship
Continued action to closing the UK gender pay gap
Establishing communities of support
What we’ve done in 2024
Our DEI discovery and reset work in 2024 has given us the opportunity to redefine our ambitions and be clear about what matters to our people and our clients. We have built a framework and an ambitious plan that will help create better business outcomes, both today and in the future.
Talent: Identifying and attracting the best talent for our organisation involves minimising bias and removing potential barriers to our processes. We use several tools, partnerships and approaches to prioritise fair, robust and inclusive recruitment at all levels of our business.
Development: We recognise that career journeys are not limited to vertical career progression and in 2024 we launched our Career Framework to enable colleagues to better understand career opportunities available to them.
Recognition: We have continued to recognise and raise awareness through days-of-note, for example, during International Women’s Day our leadership team spoke about the importance of sponsorship, of encouraging diversity of talent into financial services, and the positive impact that diverse teams and strong culture have on performance.
Colleagues support: Our global colleague networks are built on shared characteristics and experiences. These networks support our colleagues to play a role in shaping our culture, with active sponsorship from our executive team. They are designed and led by colleagues, for colleagues. Each network is global, with a clear strategic statement, priorities and plan. Balance is our network working together towards gender equality.
Our progress as at 31 December 2024
Our targets
40%
2023: 34%
43%
2023: 43%
40%
Women on board
2023: 40%
UK Gender pay gap
UK pay gap reporting is an important way for increasing our confidence on pay fairness across Aberdeen and enabling a data driven approach in focusing our effort to close the gap.
| 2023 | 2024 | |
|---|---|---|
| UK mean gender pay gap | 24.8% | 24.2% |
| UK mean gender bonus gap | 55.3% | 50.2% |
There has been a consistent and positive downward trend in both measures of the gender pay gap over the past six years. It’s important that we look at the long-term trend and are clear on where this progress is coming from, so that we can inform our current and future actions.
We remain committed to supporting and developing the careers and development of all our colleagues. For example, we know that we can do more to mentor, sponsor and build the confidence and capability of our female talent across Aberdeen.
More information on diversity, equity and inclusion at Aberdeen
Find out more about our approach to DEI
Find out more about our work across ethnicity and multiculturalism
Find out more about our ambition and tracking our progress
Find out more about our Aberdeen colleague networks.
Find out more on our approach to partnerships and measuring impact.