We want everyone to feel welcome when interviewing for TotallyMoney. That’s why we train all interviewers on diversity, inherent bias, and the effects of stereotypes.
And to make sure we’re attracting a broad spectrum of candidates, we remove anything from job descriptions that might hold back diversity — such as mandatory degrees. We also run our job descriptions through an algorithm to identify and remove gendered language.
To attract candidates of all ages, we use specialist recruiters, such as Capability Jane, who specialise in mothers returning to work, and Give A Grad A Go.
When it comes to flexible working, we work a mix of days in the office and remotely. We even have the option to work abroad to help with things like visiting family. There’s plenty of flexibility around our start and finish times too — making room for personal commitments, such as childcare.
We’ve signed the Women in Finance Charter
The Women in Finance Charter is a series of pledges aimed at building a more balanced and fair financial services industry.
By signing it, we’ve set ourselves the following targets:
We will increase the proportion of women on the senior management team from 37.5% to 40% by 2021
We will implement a levels structure and ensure that 40% of level 2 managers (currently all those with direct reports) are women by 2021
Senior executive pay is linked to the delivery of this target, and takes effect from the payment of the 2021 bonus, in January 2022
The update:
In September 2018, we had 21 female staff working at TotallyMoney. As of September 2021, we have 29 female staff working at TotallyMoney. Women comprise 31% of our workforce, a small improvement over the finance sector average of 29%. The percentage of women on our senior management team is 44%.
But numbers don’t tell the whole story. The overall statistics might not have changed much since September 2018, but we believe the results are very encouraging all the same.
The last few years have seen us go through a period of significant growth, plus a global pandemic. We’re proud to have continued attracting women to the team and especially proud to have achieved gender parity when it comes to senior management.
More than ever, the importance of diversity feels ingrained in our company culture. It’s not a checkbox exercise — everybody understands you need a diverse group of people working on a product if you want it to help a diverse group of customers.
There’s plenty of work to do, but we’re confident we’re on track to reach our targets.
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