Signatories

We are currently signatories to two charters which support our focus on representation.

Race at Work Charter

7IM has signed up to the Race at Work Charter, as a signatory of the Charter, we have committed to:

Capturing Data: As a firm we have now started capturing ethnicity data of existing staff and applicants in order to establish a baseline and monitor progress of the firm. We hope to use this information to begin reporting on the ethnicity pay gap within 7IM.
Bullying & Harassment: 7IM has zero tolerance for bullying and harassment within the firm; as well as published policies and staff training on respecting diversity, we also have commitment from our Executive Committee members regarding this.
Equality in the workplace: 7IM supports equality in the workplace, our Managers have received relevant DIB training and it is high on the agenda for our Executive Committee.
Taking Action: Our DIB strategy sets out the actions we are taking in order to attract, develop and retain individuals from not only ethnic minorities but also of other diverse backgrounds.
Senior Accountability: The responsible Executive Committee member to the Race at Work Charter is Kate Hughes, Chief People Officer.

Women in Finance Charter

Alongside our Diversity, Inclusion & Belonging efforts, 7IM has become an official signatory of the HM Treasury Women in Finance Charter, a UK government initiative to address gender balance across all UK financial services firms.

Our target: We are committed to achieving 45% women in our workforce and 33% women in senior management roles by December 2028.

When applying to become a signatory of the Charter in November 2020, we had 31% women in our organisation; 30% women in senior management roles (Executive Committee).

Update on Progress in 2026:

As a signatory to the HM Treasury Women in Finance Charter, 7IM remains committed to improving gender representation and creating opportunities for women to develop and progress at all levels of our organisation.

As of September 2026, women represent 31% of senior management, compared with 29% in 2025. We have set a target of achieving 33% female representation in senior management by December 2028, and we believe we remain on track to achieve this.

We have also continued to make progress across our wider workforce. Women now represent 42% of colleagues. Female representation on our Executive Committee has also increased from 31% in 2025 to 33.3% in 2026.

Our focus is not only on the headline numbers, but on building a sustainable pipeline of female talent. During the year, we have continued to invest in mentoring and development opportunities – including group coaching led by senior women within the firm to provide colleagues with opportunities to build confidence, develop networks and support their career progression.

We have also continued to strengthen the future talent pipeline. Our Female Work Experience Programme, now in its third year, provides young women with exposure to careers across financial services, practical experience and access to colleagues and senior leaders.

Alongside these initiatives, we regularly review diversity data and female representation across the organisation. This is kept visible through our People reporting and senior leadership discussions, enabling us to monitor recruitment, progression and succession pipelines and identify where further action is needed.

While we are encouraged by the progress made during 2026, we will continue to invest in the development and progression of women, strengthen our talent and succession pipelines and maintain focus on inclusive recruitment as we work towards achieving 33% female representation in senior management by December 2028.

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