Our ambition
Caring about our people is the right thing to do for our business and our clients. We have a strategy and a framework in place to support all our colleagues at Aberdeen. Building an inclusive business is underpinned by having the right data, setting ambitious but appropriate targets and reporting on our progress for transparency and accountability.
Our Ambition
We are committed to building a business that attracts brilliant talent and where all our people can thrive; where they belong, and can learn, develop and do their best work
Our 2024-2025 priorities
Gender
Supporting and growing our Balance network
Mentoring and sponsorship
Continued actions to close the UK gender pay gap
Establishing communities of support
Ethnicity
Supporting and growing our Unity Network
Publishing the UK Ethnicity pay gap
Working with our new partner for ethnicity
Business/Regional
Locally defined and owned based on data, demographics, and cultural or regional nuances
2024 - 2025 actions to drive change across the agenda
Revitalise our networks and communities
Focusing on talent and career actions / progression
Inclusive & high performing leadership skills for all leaders
Activate sponsorship and mentoring
Embed in the end-to-end colleague experience
Gender and ethnic representation
We set our Gender targets in 2016, and met these initial ambitions in 2020.
In 2024, we introduced a new target for 6% of UK senior leadership representation to identify as minority ethnic by 2027. Already we have seen strong progress, momentum, and are on track for this target. This has been in addition to our increased disclosure among colleagues for race and ethnicity data.
| Position at 31 December 2024 | Measure | ||
| Gender | plc Board | 40% women | 2025 Target: 40% women | 40% men | 20% any gender |
| Gender | Senior leadership | 40% women | 2025 Target: 40% women | 40% men | 20% any gender |
| Gender | Global workforce | 43% women | 2025 Target: 50% women (+/-3%) |
| Ethnicity | plc Board | 2 Directors identifying as minority ethnic | Maintain commitment to the UK Parker review recommendation. (1 or more members identifying as minority ethnic) |
| Ethnicity | UK Senior leadership | 7% minority ethnic | 2027 Target: 6% minority ethnic |
We have structured our 2025 targets in this way for a number of reasons:
- Our targets and related actions clearly align to our two core priorities of Gender and Ethnicity.
- We are taking meaningful actions in both the short and medium term to drive sustainable change within our business, for all our colleagues.
- Ensure we maintain our principle that the best person should always be appointed for a role
Find out more about our approach to DEI
Find out more about our work to address gender balance.
Find out more about our work across ethnicity and multiculturalism
Find out more about our Aberdeen colleague networks.
Find out more on our approach to partnerships and measuring impact.