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FCA data reveals major gender gap in authorised firms

Helena Morrissey speaking at The Diversity Project’s event

FCA data paints a bleaker picture for gender diversity in financial services than recent studies suggest, as investment firms are urged to commit to a five-year plan to improve equality within their businesses.

Speaking at an event for The Diversity Project, an initiative launched by former Newton Investment Management chief Helena Morrissey a year ago which aims to create a more diverse workforce in the investment management industry, FCA supervision director Megan Butler said out of a total of around 137,500 employees in financial services firms, only 23,000, or 17 per cent, are female.

The figures come from the FCA approved person register which includes everyone with a position of responsibility within authorised firms.

Butler says: “As a regulator we’ve implemented the senior manager regime. We have many conversations about conduct, unsurprisingly. But it is conduct that frameworks culture and as a regulator I am interested how you hire people, and how you promote [them].

“There is research that says diversity will support better decision making in the interests of every single firm. Our own statistics within the FCA makes a slightly less comfortable reading.”

Poll: Does your firm have a gender diversity target?

For executive roles, the FCA estimates about 12 per cent of top jobs are currently held by women. Looking at high street firms that the regulator is responsible for supervising, 57 women hold senior executive positions and 467 roles are held by men.

Butler admits the regulator itself, and not just regulated firms, can play a part in progressing diversity.

Butler says: “We need to become the best regulator we can be. It’s really important that we reflect the society that we serve.

“Much of some of the regulatory initiatives are under way or coming soon that we hope will drive further change so don’t read into this any kind of pessimism about the future. There is real commitment for change.”

Within its senior leadership team, the FCA aims for half to identify as female by 2025.

The FCA data comes along The Diversity Project Benchmarking Study, conducted by Mercer, which found that in the investment industry, women account for only 23 per cent.

The study, conducted in the second quarter, surveyed over 3,755 participants from 24 firms including 650 investment managers.

The report found that while people with disabilities represent 11 per cent of the population, in the investment industry they account for 4 per cent.

While the 81 per cent of the industry that identifies as white British is slightly lower than the 89 per cent in the UK population, on other measures, such as education and gender, the face of the investment industry is further out of sync with the rest of the population.

The Diversity Project carries a five-year plan for firms to improve their engagement in the cause.

Butler said five years is a “reasonable” time frame to expect “significant change”.

Also speaking at the event, Morissey says: “From what I’ve seen over the last few years is that there is a real commitment to address the [diversity] issue now. There is now a sense of urgency and a sense of realisation that we have to do this if we are going to continue to deliver good results for customers.”

Aviva Investors chief executive Euan Munro says: “We’re not happy [with the results of the survey] and I guess many leaders of our industry are not happy with where we are and this is an opportunity to discuss how we get better.”



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There are 3 comments at the moment, we would love to hear your opinion too.

  1. There is something about this diversity issue which irritates me. Surely the key is to employ and promote the best people for the job? Our role is not to pick up the failings of society such as education, welfare and health. I am seeing too many sad cases where good people are being overlooked to hit criteria and diversity targets. aAs well as the old pals scenario which is just as bad)It causes collateral damage, ill feeling, bad blood, prejudice which is far more insidious. And MM it is not about just gender.

  2. I echo Sams comments….

    Bast person for the job ! It can be, we must look good on paper…

  3. This is so much PC twaddle. Forget gender and think PEOPLE. People should be employed simply on the basis of applications and ability.
    Tell me; on each advertised position what is the pecentage applications from men & women?
    Are women with equally good qualifications and interview techniques being discriminated against.
    Then of course we must remember that most women up to the age of about 45 could well claim maternity leave Now tell me this is not a headache for firms.

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