Home About Progeny Women in Finance Charter
Progeny is committed to advancing equity and supporting the progression of women to senior roles. Becoming a signatory to the HM Treasury Women in Finance Charter in 2019 enabled us to widen this commitment beyond Progeny to supporting progress in the wider Financial Services sector.
We know that our industry still has a long way to go to improve gender representation and pay equality but as a signatory, we are committing to driving positive change. Now in our sixth year as a signatory, we are pleased to share our annual progress report for 2026.
Our charter commitments
Each year, we set actions to support our EDI progress. Our actions are focused on hiring, promoting and keeping more women in our company.
The priorities we identified, and actions taken this past year include:
Embedding fair and inclusive hiring practices – We continue to evolve our hiring practices to ensure they are fair and inclusive. In the last 12 months, we have introduced new training and guidance for hiring managers and embedded various assessment tools to help us understand more about a candidate’s work style preferences.
Commitment to closing the gender pay gap – We know that gender pay gaps are a societal issue and not just a Progeny issue. We continue to be aware of the challenges ahead and remain committed to working with others in our industry and the HM Treasury Women in Finance Charter to drive positive change. In addition to publishing our gender pay gap report annually, we have introduced additional internal mechanisms to ensure greater analysis across all pay quartiles to inform our action plans.
Building an inclusive culture – We continue to develop our policies and initiatives to advance EDI and ensure they support colleagues through different life stages. Key highlights include developing our approach to menopause support and introducing greater flexibility around benefit selection.
Nurturing our talent – We continue to evolve our performance management framework to ensure regular conversations are taking place where goals are set and career aspirations explored. We have also expanded our offering of a varied and flexible range of internal training opportunities.
We continue to invest in our in-house academy and summer school to develop the next generation of Financial Planners. At the same time, we are reviewing how we expand our academy to support other career paths.
Development of career pathways for CEs & Paraplanners. – We have established our Advancing Equality Forum which has been designed to create a community and inclusive network, promoting gender equality by raising awareness of the unique challenges women face in business. Its focus is on driving equity, creating allyship and developing others. The Forum has hosted webinars, networking and careers events designed to support the empowerment of our female colleagues in achieving their professional and personal goals.
Raising awareness and embedding EDI – We have recently launched our new purpose and values to help shape our company culture. Our shared values are designed to support a consistently positive experience for our colleagues and keep each other accountable for the way we behave.
We remain committed to embedding EDI in everything we do, and this includes our M&A activity. Each time we welcome a team member via acquisition, we are mindful of the cultural differences that exist as we bring our teams together. It is important to us that differences are embraced and included, and we continue to embed EDI in our integration processes.
Progeny is committed to the Women in Finance Charter and will continue to place significant emphasis on strategies that advance equity, diversity and inclusion.
Contact Progeny today to find out how we can support you, your family or your business.
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