Women in Finance Charter

We are committed to support the progress of women in our organisation. Hodge is proud to have signed HM Treasury’s Women in Finance Charter

The Women in Finance Charter is a pledge for gender balance across financial services. By signing the charter, Hodge pledges to be amongst the best businesses in sector, working to build a more balanced and fair industry in the UK. We believe diversity and inclusion is a simple concept – to have the right people, regardless of background, in the right role. We value individual talent within a team framework and respect that high standards and innovation contribute to our high performance culture.

By signing the charter Hodge has pledged 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 our 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.

Hodge has a target of 45% of women in senior leadership roles by October 2022. At September 2019 35% of the senior leadership team are women.

David Landen, CEO is the senior executive responsible and accountable for gender diversity and inclusion. Bonuses for executive leaders of the organisation are determined against financial and non-financial objectives which are set at the beginning of the year. The non-financial measures will include a commitment to increasing the diversity of our workforce.

One year on (2020)

When we signed up to the Charter in September 2019, we had 35% female representation in senior management. As of 1st September 2020, we have 38% female representation in senior management. We believe we are on track to meet our Charter target of 45% by October 2022.

We are very proud to say that over the last year, we have increased female representation on the Board from 11% to 30% in just one year. This is due to successfully appointing a female Senior Independent Director and an additional female Non-Executive Director to the Hodge Board.

In order to support our female employees internally, we have a number of the female employee population currently working towards their ILM Level 5 with the support of Chwarae Teg. We also commenced and continue to plan unconscious bias for all our colleagues.

David Landen, our CEO, said, “I passionately believe a diverse workforce is paramount in achieving success in business. I am pleased with our progress to date, as evidenced by the increase in women senior leaders and Board members but we know we still have work to do to be a truly diverse business.

The Board and I are fully committed to improving our diversity lens across all aspects of our business from attracting talent, professional development, enhanced parental leave and breaking down the barriers that can stand in the way of being truly diverse.”