Women in Finance Charter 2026 – Our Commitment
In 2019 we committed to maintaining at least 30% female representation within senior management roles by the end of 2021. We met this target and set a new ambition to increase female representation to at least 35% by the end of 2024. By September 2024 we had achieved representation of 44.2%, so we increased our target to maintaining representation above 40%. We are pleased to report that, as at September 2026, female representation within senior management is still ahead of the target at 43.40%.
Family Assurance Friendly Society Limited, trading as OneFamily, values the importance of gender diversity within the organisation and financial services, and is proud to be a signatory of the Women in Finance Charter.
We pledge to continue to support diversity within OneFamily and are committed to ensuring strong representation of women in senior management roles and throughout the organisation.
- The Women in Finance Charter commits financial services organisations to:
- Set internal targets for gender diversity in senior management;
- Appoint a member of the senior executive team to be responsible and accountable for gender diversity;
- Publish progress annually against these targets in reports on our website;
- Ensure pay of the senior executive team is linked to delivery against the internal targets on gender diversity.
Supporting the representation of women in senior management roles remains a key priority moving forward. We will continue our mentoring programme for female colleagues to help individuals build their confidence by developing their own plans and strategies for career development. It also enables our mentors to gain a better insight into the challenges and support needs for our female leaders of the future.
Our commitment is to:
- Maintain a minimum baseline of 40% female representation within senior management roles* by 2026;
- We aspire to further address the balance of female representation within our senior management roles;
- We will annually publish our progress against our targets.
We know there is more we can do as an organisation and will continue to strive to support diversity through:
- Aligning our Diversity & Inclusion strategy with our business strategy;
- Driving accountability through our senior executive team;
- Communicating our commitment and how we aim to achieve it;
- Monitoring our recruitment strategy and practices to ensure balanced shortlists;
- Embedding our family friendly policies, including new policies and support in areas such as menopause;
- Enhancing development initiatives and opportunities to support progression; and pay equality.
- Recognising the performance and talents of our people and reflecting these in career progression opportunities.
*Senior Management is defined as our Non-Executive Directors, Executive Directors, direct reports of our Executives and certain other Senior Management roles within our job family framework
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Diversity and Inclusion strategy
We’ve made seven commitments to colleagues, defining mutual responsibilities and accountabilities in our EDI policy.
Want to be part of a business that helps its customers to thrive, not simply survive? Take a look at our latest vacancies.
Read our annual Report and Accounts, also information about how we manage our unit-linked funds, unit trust/ICVC report, accounts and scheme prospectuses.
Our Board of Directors is made up of experienced business professionals who offer passion, experience and guidance to OneFamily.