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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.

Diversity is at the heart of the business and here are some key facts about our workplace:

Headline figures for Charterhouse

Workforce split:

  2021 2020
Female 53% 52%
Male 47% 48%


  2021 2020
Asian 44% 38%
Black/African American 9% 10%
White 47% 52%

* BAME 53% (2021), 48% (2020)

Further findings show that our workforce is represented by employees from more than 6 different beliefs and originating from over 20 different countries.

We have employees representing all age gaps, with the average age being 39 years and 75% of staff being 44 years and younger.

The average age in our leadership team is 44 years.

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.

Pay Gaps

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 positive shift in the ratio of female representation in senior roles in the firm. Current numbers indicate that females represent 45% of the upper quartile compared to 30% in 2020.

We have the same ratio in the middle quartiles but in the lower quartile we still have 75% female representation, although this is a decrease of 8.5% since 2020.

We are always looking to achieve equal pay and are working to achieve this. The current pay gap figures are:

Gender Pay Gap

  • Since 2020 the gender pay gap has decreased by 17.6% and the gender pay gap for 2021 is now 14%.

Diversity Pay Gap

  • The diversity pay gap for employees of Black/African American ethnicity, in 2021, is 30% less than employees of White ethnicity, and has decreased by 6% since the year before.
  • In 2021, the diversity pay gap for employees of Asian ethnicity is 10% less than employees of White ethnicity, which is a decrease of 16% from the previous year.

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 and the make up of our team is almost equal in all areas, 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.