Gender Diversity Plan
BRUIN Financial recognises that diversity is imperative to all workplaces and is proud to pledge our support for gender balance across financial services.
Our Gender Diversity Plan is a public commitment to maintain strong gender balance across the talent pipeline, proactively manage gender pay equity, effectively implement gender equality policies and practices, and foster an inclusive workplace culture with high engagement levels of both the male and female employees.
We intend to do this by providing the correct training, mentoring and empowerment to enable women to take on senior roles both within our organisation, and in the wider financial services sector by supporting our clients in meeting their gender diversity objectives.
Our Gender Diversity Plan therefore covers both internal and external processes. Our internal plan is a framework for our own operational practices set out in seven phases, and our external plan outlines our commitment to supporting our clients’ diversity objectives.
Strategic decision-making must lay out a new vision, embracing diversity as a competitive advantage, and allocating the necessary resources to effectively implement new policies and initiatives.
Establishing an Inclusion and Diversity Committee (IDC). This committee will be under the leadership of our Managing Director, the senior executive accountable for gender diversity. The IDC will include members of both tactical and strategic levels from across the company. Among the responsibilities of the IDC will be the outlining of the company’s strategies, policies and practices aimed at managing diversity.
The IDC will be responsible for managing the laying out of policies and practices that aim to improve gender balance, to include:
Implementing, communicating, monitoring and evaluating of the work done by the strategic and tactical levels. The IDC and Board will ensure the support of line managers and supervisors, who will be in charge of ensuring the proper execution of practices and policies, and of course, front line employees, who will actually be executing these.
Communicating the company’s commitment to gender diversity. All of the efforts and the commitment to gender diversity policies and practices should be communicated, both internally and externally.
Making gender diversity accountable. At this stage, the IDC will begin conducting periodic evaluations of the policies and practices implemented thus far, assessing their impact on gender balance. This evaluation will include quantitative and qualitative metrics, such as measures of women’s rate of attrition, employee climate surveys, and training assessments.
The IDC team, in coordination with the board of directors, senior managers and other key stakeholders, will meet periodically to review the diversity mission, policies and practices against their specific goals.
We are committed to the following targets for gender diversity in support of our clients’ objectives:
Need more information? Contact us online using the information here or just call us on 020 3145 3333