Almost the entire financial sector is committed to more gender diversity in its own institutions

21 November 2019 - 4 min Reading time

First target on gender diversity achieved: 91% of members sign charter


The charter on gender diversity in the financial sector is supported by more and more financial institutions. There are now 34 and together they cover 91% of the employees in the sector. The five most recent signatories are Athora, Beobank, Crelan, Degroof Petercam and Puilaetco Dewaay.


The fact that two large private bankers co-sign the charter is an important signal that the entire sector gives priority to fair opportunities for women and men.

The ambition does not stop here


It is good news that 34 financial institutions, which together account for 91% of employment in the financial sector, sign the charter. This means that one of the major objectives of Women in Finance, the platform behind the charter, has been achieved. By the end of 2020, 90% of financial institutions had to become members of Women in Finance and thus sign the charter. One year before date, that target has already been exceeded by 1%.

But the ambition does not stop there: by the end of 2020, the members of Women in Finance must achieve the following objectives:

  • 75% measure the existing glass ceilings in their company
  • 60% has set up a diversity action plan to break through these glass ceilings
  • 30% join forces in a campaign against sexism

Claire Godding, Senior Counsel Diversity, Inclusion & Societal Needs at Febelfin and Christine Van Rijsseghem, chairwoman of Women in Finance: “The gender diversity charter aims to give equal, fair opportunities to everyone who works in the financial sector: men and women. We are therefore very pleased that 91% of the financial institutions have already signed the charter today. Moreover, the signatories are very diverse, which shows that the entire financial sector is committed to more gender diversity.”

From theory to practice


Women in Finance supports its members through concrete initiatives that can really help them in their daily lives to support gender diversity.

For example, she has created a database with female speakers & experts from the financial sector. The database is not limited to a few CEOs, but provides speakers with different roles: CRO, CFO, expert in finance, CSR, ...

Thanks to the database, financial institutions that organize a panel or invite a speaker have an easier view of the options for female speakers. In this way, panels will become more diverse in the future.

Another example: job descriptions are not always gender-neutral. Women in Finance would therefore like to make it more inclusive. That is why she is organizing a workshop for her members next Thursday, November 28, with tips & tricks for writing a fun but gender-neutral job advertisement.

Small steps that are of great importance in practice to offer equal opportunities to women and men in the financial sector.