Women In Finance Charter

In 2019, Addidi was proud to become one of the signatories to the HM Treasury Women in Finance Charter.

 

The firms that have signed up to the charter employ over half a million people and span across the breadth of the financial services sector. Each has pledged to improve gender diversity in their companies and include specialist industries such as FinTech, as well HM Treasury, the Financial Conduct Authority and financial services trade bodies.

The Women in Finance Charter commits financial service firms to link the remuneration packages of their executive teams to gender diversity targets. The charter encourages companies to commit to:

  • Having one member of the senior executive team responsible and accountable for gender diversity and inclusion
  • Setting targets for gender diversity in senior management
  • Ensuring pay of the senior executive team is linked to delivery against these targets.

Balanced Scorecard Metric

Year201420152016201720182019
% of women in senior positions50%50%50%66%66%75%

Our diversity policy

Addidi Wealth Limited is committed to encouraging equality and diversity among our workforce, and eliminating discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

 

The organisation in providing services is also committed against discrimination of customers or the public
The policy’s purpose is to:
• Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
• Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation

 

The organisation commits to:
• Encourage equality and diversity in the workplace as they are good practice and make business sense
• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities

 

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice

 

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence

• Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation
• Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
• Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law
• Monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy

 

Monitoring will also include assessing how the equality policy, and any sporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

 

Details of the organisation’s grievance and disciplinary policies and procedures can be found with your contract of employment. This includes with whom an employee should raise a grievance – usually their line manager.

 

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.