Jobs and the Future of Work

When it comes to gender equality, banks need to walk their talk

Female office workers wearing high heels, clothes and bags of the same colour make their way at a business district in Tokyo, Japan, June 4, 2019. REUTERS/Kim Kyung-Hoon - RC1A0C81EDF0

Office workers make their way through a business district in Tokyo, Japan. Image: REUTERS/Kim Kyung

Huw Jones
Europe Regulation Correspondent, Thomson Reuters
Share:
Our Impact
What's the World Economic Forum doing to accelerate action on Jobs and the Future of Work?
The Big Picture
Explore and monitor how Education, Gender and Work is affecting economies, industries and global issues
A hand holding a looking glass by a lake
Crowdsource Innovation
Get involved with our crowdsourced digital platform to deliver impact at scale
Stay up to date:

Education, Gender and Work

The markets watchdog said that despite high-profile initiatives to boost the number of women in leading roles, there have been only pockets of progress.

The number of women in senior roles at financial services firms in Britain has flatlined since 2005 despite diversity "rhetoric" from industry, according to research from the Financial Conduct Authority.

The markets watchdog said on Friday that despite bold targets and high-profile initiatives to boost the number of women in leading roles, there have been only pockets of progress.

Have you read?
  • This is how we can boost gender diversity in business and break cultural stigma
  • Without proper gender diversity, companies will fail

The proportion of women in so-called approved persons roles - those responsible for key aspects of a company such as systems and controls - and more recently those vetted under the new senior managers regime was 17% in UK financial services in 2019, almost unchanged since 2005, the research showed.

The FCA's large database gives it a reliable basis for estimating gender diversity at the overall level, the watchdog said.

There has been a degree of improvement at some unnamed systemically important banks, taking this group to just above a low overall industry average, but other sectors remain "the same old boys' clubs that they ever were", the research said.

"Overall then the picture is sobering: for all the rhetoric and conspicuous effort by some firms, the upper echelons of many financial services businesses remain as undiverse today as back in 2005," the research said.

Many of the firms that have above-average diversity are signatories of the British finance ministry's Women in Finance charter, it said.

The charter was launched in 2016 to encourage gender diversity and now has over 350 signatories covering 800,000 employees in the financial sector.

Under the charter, firms set their own targets and implementation strategies for increasing the number of senior women in their organisation, and agree to publicly report on progress.

An update on the charter's progress for the finance ministry in July said a shortage of senior women, particularly with backgrounds in technology and investment, could frustrate efforts to reach diversity objectives.

Continued male domination of the sector was also deterring women from entering financial services in the first place, and some firms don't want to feel obliged to hire a woman when a woman departs, said the update, which was compiled by the New Financial think-tank after surveying the charter's signatories.

Encouraging women to apply for senior roles was challenging as firms "fished" in the same limited pool, contributors to the update said.

UK Finance, the trade body for banks in Britain, said firms recognise the importance of having a fair and inclusive workplace. However, there is more work to be done, which is why it and many of its members have signed the charter, it said.

The FCA said that investment management firms showed most diversity, with the most prominent and successful women in finance working as wealth managers.

Brokerages were the least diverse, it said.

The FCA said on Friday that representation of women in its own senior leadership team was 40% by March this year, and it has a target of parity by 2025.

Don't miss any update on this topic

Create a free account and access your personalized content collection with our latest publications and analyses.

Sign up for free

License and Republishing

World Economic Forum articles may be republished in accordance with the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International Public License, and in accordance with our Terms of Use.

The views expressed in this article are those of the author alone and not the World Economic Forum.

Related topics:
Jobs and the Future of WorkEquity, Diversity and Inclusion
Share:
World Economic Forum logo
Global Agenda

The Agenda Weekly

A weekly update of the most important issues driving the global agenda

Subscribe today

You can unsubscribe at any time using the link in our emails. For more details, review our privacy policy.

5 reasons why companies should launch an alumni network

Jaci Eisenberg and Uxio Malvido

June 13, 2024

About Us

Events

Media

Partners & Members

  • Join Us

Language Editions

Privacy Policy & Terms of Service

© 2024 World Economic Forum