Women in Finance Charter

JM Finn is a signatory to the Women in Finance Charter, a government led initiative designed to encourage gender balance at all levels across financial services firms. By signing up to the Charter, firms:

  • Indicate their commitment to support the progression of women into senior roles;
  • Set targets and implement the right strategy for their organisations to achieve those targets; and
  • Publicly report on progress to deliver against their targets to support the transparency and accountability needed to drive change.

women in finance charter

Goals

Our medium term, high level goal is to achieve 30% female representation within senior management, against our December 2019 level of 23%. This is a challenging goal and progress towards and beyond it will be highly beneficial to the firm.

Having signed the Women in Finance Charter in 2019 we have implemented a number of goals that put the issues right at the heart of the business.

Initiatives that have been implemented that we hope will help us address the imbalance in the long term, include:

  • Work toward 30% representation of women in senior management
  • Aim for 50/50 gender split for applicants to IM Trainee scheme
  • Review and formalise our hiring policy to broaden the pool of talent available to us
  • Offer coaching pre- and post-maternity leave for all employees
  • Offer at least one specific leadership coaching session per year for women
  • Initiate mentoring and networking programmes

Annual Update: 2025 

When we signed up to the Charter in 2019 our level of female representation within senior management was 23%, our goal remains to increase this to 30% by 2030, with an interim ambition to achieve 25% by 2025, which we have achieved. 

As a smaller organisation, progress and change, which can take time to implement and see the benefits of, can be undone by a small number of individual personnel changes, either planned or otherwise. As such we strive to have a range of activity designed to create direct action and change, such as updating our family policies, supported by longer term actions which help us attract new talent and change the perception of the industry.  Below we list some of the actions we have taken since signed the charter in 2019. 

Action taken

  • Hiring managers receive training to help address unconscious bias and reinforce the benefits of having a diverse work force. We ran our second staff survey in 2025 to help us gather more insights into the drivers that motivate our staff. 

  • We are able to track trend data and review progress against industry benchmarks as well as the data collected from the 2023 survey. 

  • To ensure we continue to promote on merit and to remove any inherent biases, we have convened a promotion panel to approve any promotion recommendations and assess any situations where someone may have been overlooked. 

  • We have a well-established internal Women’s Network, with quarterly events for women from across the business.  This brings together our female colleagues, to share and enhance skills and experience. We have been able to bring in external coaches and speakers to discuss topics that impact women in the workforce and how overcome them. In 2026 we plan to re-launch our Women’s Network with a Women’s Network Committee to coordinate events and formal mentoring scheme. 

  • Coaching for pre- and post-maternity is offered to all staff. Feedback suggests this is invaluable in helping people set and manage their own, and their colleagues, expectations. 

  • We are continuing with our comprehensive monitoring program involving staff across the business. 

  • A hybrid working policy is in place as we look to create an environment in which our employees can work with an appropriate balance between office time and homeworking. 

  • Thanks to broadening the awareness of both the Investment Manager Trainee and Operations Trainee schemes, we have reached a much wider audience and received applications from a more diverse group of applicants than ever before.  

  • We plan to continue with our successful early talent programs such as Work Experience and the Young Women in Work program. These are designed to help us engage with a younger audience about career choices and change the perception of the financial services industry at the grass roots level. The gender split during work experience this year was 43% female.   

  • We continue to be active in industry-wide initiatives designed to promote the success of women in the industry in the belief that these initiatives can deliver excellent role models for others. 

  • We continue our 8 year association with Tammy Beaumont as a brand ambassador for the firm. Tammy is a world cup winning England, Kent and Welsh Fire cricketer and we hope her engagement with us will encourage younger women to explore the career options available to them within the wealth management industry. 

  • We are proud sponsors of the Cricket Writers’ Club Women’s Cricket Award, which is awarded to the player who has made a significant impact in elite performance in the women's game. 

  • We continue our relationship with GAIN (girls are investors), a charity committed to inspire girls to get into the investment industry. We have successfully supported the GAIN internship program for the third year in a row and have already applied to take more interns in 2026. 

  • We work with the Bright Network to access a wider and more diverse pool of early career talent.