Gender Diversity Targets
At 美世 we are committed to creating an inclusive business led with purpose.
We value the difference 和 diversity within our firm 和 encourage our colleagues to live 和 work authentically 和 be true to themselves. This means being accepting of everyone regardless of gender, 性取向, societal background or race. We will continue to make progress on our diversity 和 inclusion agenda as this helps deliver the best outcomes for our people, our clients 和 society.
通过理解, valuing 和 leveraging the strengths of all colleagues, 美世 holds a differentiating advantage. Nurturing a culture where all can be themselves leads to greater creativity, 更多的接触, retention of the best talent 和 is, 简单的, 这是正确的做法. Diverse teams generate richer discussions, more innovative ideas 和 have greater reach 和 impact than teams where everyone is the same.
At 美世 we make a difference in people’s lives every day. We can only do this with the efforts of each 和 every one of our colleagues. That is why rewarding our employees fairly for the work that they do is fundamental to our business.
Our commitment is evident through our strong network of business resource groups, our commitment to HM Treasury’s Women in Finance Charter 和 多样性项目, 和 through the continuing investment in our extensive global gender parity research project When Women Thrive. When we signed up to the Women in Finance Charter in June 2017, we had 34% female representation in our senior management team. As of January 2024, representation had increased to 37%. Whilst we have increased representation over the last 6 years, we have not yet hit our targets that ensure we reach 50% representation in 2027.
We continue to track towards our goal to represent society. As such, our aim is to have 50% female representation across all levels in our organisation.
We continue to place significant emphasis on our strategies to continue our progress towards gender balance. This includes diverse slates in hiring for all roles 和 particularly senior roles, programmes to accelerate high potential mid-career employees, scrutiny of promotion 和 reward decisions to avoid bias, compulsory training for managers to encourage awareness of unconscious bias 和 encouraging flexibility 和 agility in work for all.
美世's UK 2023 gender pay gap report sets out our 2023 gender pay gap results. 在这份报告中, we highlight some of the activities already undertaken 和 those planned in the future to further our objectives to ensure gender parity.
