Cubefunder signs the ‘Women in Finance Charter’

Cubefunder signs the ‘Women in Finance Charter’

What is the Women in Finance Charter?

The UK government’s Women in Finance Charter commits financial services firms to support women’s progression into senior roles.

The charter, which was launched in 2015 and has over 330 firms signed up, aims to improve gender balance in organisations through four key actions.

This includes setting internal gender diversity targets for senior management, publishing progress against targets annually, having one member of the senior executive team responsible for gender diversity and inclusion and ensuring the pay of the senior team is linked to the delivery of said targets.

Cubefunder is excited to be one of the signatories of HM Treasury’s Women in Finance Charter

At Cubefunder, 70% of our senior management team is female led. However, we constantly aim to push gender equality within our workspace. We are proud to say that we are exceeding our target of 50% of female team members in senior management roles.

Equally important, we aim to promote Diversity, Equity, and Inclusion. To achieve this, we make sure that our employees have the same opportunities to get promoted, to contribute, and have the same impact on the business as their peers.

Furthermore, we work hard to be an inclusive workplace, one that firmly believes that knowledge is more important than gender, race, age, religion, or anything else.

Cubefunder offers all employees the same opportunity to have career progression opportunities with their line managers. In addition, we believe that if we promote equal opportunities we trust our employees will have purpose and passion in what they do, which in turn provides great strength to our organization. 

Our pledge to do more:

  • We aim to maintain at least 50% of women in our senior management team throughout 2022 and beyond
  • Recognise that some roles in the financial sector have traditionally lacked gender diversity and strive to actively recruit women into these positions
  • Continue to encourage and support women in low to mid-tier level roles to achieve more and take advantage of personal development opportunities
  • Publish progress annually against this target on the dedicated section of our website
  • Have a member from our board of directors who is responsible and accountable for gender DEI 
  • Improve our maternity policy that supports women during and after their pregnancy


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