Women in Finance Charter 2025 – 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 once again increased our target of maintaining representation above 40% at the end of 2026. We are pleased to report that, as at September 2025, female representation within senior management is still ahead of the target at 46.42%.
Family Assurance Friendly Society Limited, trading as OneFamily, values the importance of gender diversity within the organisation and financial services, and are proud to be a signatory of the Women in Finance Charter.
We pledge to continue to support diversity within OneFamily and are committed to increasing 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.
Increasing the representation of women in senior management roles remains a key priority moving forward. We have a Management Development Program to help bridge the skill gap for colleagues that have the aptitude to lead but have not been given a chance in a leadership role before. Our current program has 64% female participants. We also run an Aspiring Managers programme that enables people to see what is involved in becoming a manager and how they might develop the skills required.
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;
- Improving our family friendly policies and develop 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