Diversity

As a business Charterhouse have always had a diverse culture and this is now central to our business strategy as well as one of our Values.

Diversity | Valuing differences to achieve better solutions: Empowering every individual to contribute, collaborate, and exceptional results

We have seen continuous positive change over the years, and there are some of the initiatives we have taken: 

• Commitment to being transparent and sharing diversity data with our staff, following a yearly diversity audit
• Equal opportunities policy and anti-harassment and bullying policy
• Enhanced parental policies
• 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 and hybrid 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

We are especially proud of our ethnicity statistics where our diversity really shows.

At Charterhouse our workforce is 34% white origin, 50% Asian and 16% Black/African/Caribbean origin. The below tables include company statistics for 2026 and 2025, as well as the results of the ICAEW Probate Diversity Survey 2025, where 88% of the workforce completed the survey.

Workforce split:

* BAME 66% both in 2026 and 2025

Further findings show that our workforce is represented by employees from more than 4 different beliefs and originating from over 14 different countries.

We have employees representing all age gaps, with the average age being 43.8 years and 66% of staff being 44 years and younger.

The average age in our leadership team is 47.6 years.

We have enhanced maternity, paternity and adoption leave and 10% of current employees have taken maternity/paternity leave in the last 5 years.

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 as well as the ratio between female and male employees within the firm.

• There has been a slight shift in the upper quartiles towards a higher male ration between the genders while in the lower quartiles the opposite has happened, and the ratio has increased. 
• This will also be linked to the total ratio between female and male in the firm currently being 62% female and 38% male. 

Further to this we have seen a shift in the lower quartiles female representation is increasing.

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

Median Gender Pay Gap

We have seen an increase in our median gender pay gap which is now at 27% vs 24% in 2025.

Median Ethnicity Pay Gap

We have also seen an increase in the median ethnicity pay gap, which if we look at Asian employees it stands at 18% compared to 12% in 2025 and for Black African / American employees it stands at 38% compared to 14% in 2025.

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 continue to publish annual updates in line with our transparent ways of working to help both our staff and clients understand what we have achieved.