As a business Charterhouse have always had a diverse culture and this is now central to our business strategy.
We have seen continuous positive change over the years and these are some of the initiatives we have taken:
- Commitment to being transparent and sharing diversity data with our staff, following a yearly diversity audit
- Updated Equal opportunities policy and anti-harassment and bullying policy
- Diversity and inclusion training for all new staff
- Regular performance reviews and transparent salary bands based on levels within the firm
- All staff have the right to request flexible working
- Mental health & wellbeing support and resources are available to all staff.
Our newest initiatives to continue to support diversity are:
- Employees can request to take their bank holidays on specific days special to them instead of using the days on the UK bank holidays. This can include religious holidays, gay pride, birthdays, etc.
- This is in addition to being able to buy and sell holidays above their contractual holiday entitlement.
- Enhanced maternity, paternity and adoption leave has been introduced.
- Enhanced Parental bereavement leave has been introduced.
- Hybrid working rolled out 14 February 2022.
Diversity is at the heart of the business and here are some key facts about our workplace:
Headline figures for Charterhouse
* BAME 53% (2022), 53% (2021)
Further findings show that our workforce is represented by employees from more than 5 different beliefs and originating from over 18 different countries.
We have employees representing all age gaps, with the average age being 41.3 years and 73% of staff being 44 years and younger.
The average age in our leadership team is 45.8 years.
We have introduced enhances maternity, paternity and adoption leave and 16% of current employees have taken maternity/paternity leave in the last 5 years.
Further to this, the data shows that 7% of respondents’ day to day responsibilities are a little limited due to health problems or disability.
Since we have a transparent pay structure based on levels within the firm, pay gaps are caused by ratio of employees within each level.
We have seen a shift in the ratio of female representation in senior roles in the firm, upper quartile, going down from 45% to 30% while female representation has increased from 45% in the upper middle quartile in 2021 to 70% in 2022.
We have seen a positive shift in the lower quartile where we have seen a decrease of 15% in female representation in this group since 2020. It is now at 70%.
We are always looking to achieve equal pay and are working to achieve this. The current pay gap figures are:
Median Gender Pay Gap
The median gender pay gap at Charterhouse currently stands at 12%, compared to the average median gender pay gap in London of 26.3% (CIPHR based on data from the ONS, 2021).
Median Ethnicity Pay Gap
When looking at BAME data, ethnic minorities, Charterhouse’s BAME median pay gap in 2022 is 5% less than employees of White ethnicity. In comparison to ONS statistics for London from 2019, where the London average was 23.8%.
Breaking this down further, the median ethnicity pay gap for employees of Black/African American ethnicity, in 2022, is 42% less than employees of White ethnicity. This is a decrease of 5% since 2021.
In 2022, the median ethnicity pay gap for employees of Asian ethnicity is 3% less than employees of White ethnicity, compared to 1% in 2021.
We are continuously looking to achieve an equal and inclusive workplace and if you would like to find out more about our work to achieve this please contact us.
Whilst we have achieved a great deal over the past few years we still have work to do to achieve minimal pay gaps for both gender or diversity and this is our focus for the coming years. We will publish an annual report to ensure that we are completely transparent to help both our staff and clients understand what we have achieved.