Our Services

Gender Equality Benchmark

Our gender equality benchmark is an easy-to-use rapid assesment tool. You can quickly assess how you are performing against your peers.

Bespoke Insights

Opt-in to certification or receiving bespoke customized report and recommendations targeted at where your firm most needs to improve.

Customized Consulting

We have a network of consultants that can help you reach due dilligence targets and improve on reaching gender equality targets.


What is the gender balance in financial services?

Oliver Wyman's report on "Woman in Financial Services" shows that the representation of women was only 20% at Executive Committees and 23% at boards in 2019.

In the UK, the average pay gap in financial services rose to 23% in 2020, with a 38% pay gap in annual bonuses between men and women.

In private equity, women represent only 29% of entry-level positions, and less than 10% of senior investment positions. An IFC survey in 2019 found that 70% of investment teamsa are all male.

Although 67% of fund managers in one survey said achieving gender balance is important to their firm, less than 10% reported having strategies or targets in place for improving the promotion rate for femaile employees.

What is a Gender Equality Strategy?

A Gender Equality Strategy is a set of objectives and actions to make progress towards a gender-equal company culture and structure.

How to build your dashboard?

A dashboard is simple representation of the numbers that can be tracked over time.

A dashboard can have the following components:

  • Women representation statistics, overall, and by seniority level, by department / job type, by country / region /office
  • OAT(Ormiston Academies Trust) gap statistics, overall, and by seniority level, by department / job type, by country /office
  • Other relevant metrics: internal promotions, external hires, turnover rates

Source: INSEAD Gender Diversity Program

How to calculate median gender pay-gap?

The gender pay gap is calculated as the difference between average hourly earnings (excluding overtime) of men and women as a proportion of average hourly earnings (excluding overtime) of men's earnings.

In simple terms:
  • take the average female earnings per month across all female employess in the firm
  • divide by the average male earnings for all male employees
  • calculate the difference as a percentage

Take the test

About Us

Our Team

Our team is committed to improving gender equality in the work-place. We take our convictions and turn them into action. Get in touch if you'd like to join us!

Our History

Seein a need for improved gender benchmarking, we formed during our Executive MBA at INSEAD to provide sensible solutions, that measure, benchmark and inform firms how to take initiatives to improve gender balance.

Our Mission

We focus on making the maximum positive effort for our community. Our members and volunteers provide the momentum that helps us affect change. Using data driven models, we provide solutions that make a long-lasting difference.

Contact Us