Diversity and Inclusion

DDGI Limited (“DDGI”), as a member of the DDCAP Group™ the “Group” is an equal opportunities employer. This means it is our policy that there should be no discrimination of any employee, job applicant, customer, provider of services or member of the public because of one of the following protected characteristics: age, disability, gender reassignment, marital or civil partnership status, pregnancy and maternity, race, colour, nationality, racial or ethnic origin, religion or belief, sex or sexual orientation.

We speak and write on matters relevant to the inclusion, acceleration and elevation of women in the workplace and engage proactively with educational programmes for women, both academic and professional.

In June 2020, HM Treasury published an updated list of Women in Finance Charter signatories on gov.uk amongst which DDGI was proud to be included as a recent signatory. The Charter was introduced by HM Treasury in March 2016 to ensure signatory organisations can work together to help build greater gender balance in financial services, reflecting the UK government’s aspiration to see greater gender balance throughout the industry.

Through signing the Charter, DDGI has committed to promoting gender diversity by:

  • Having a member of the senior executive team who is responsible and accountable for gender diversity and inclusion
  • Setting internal targets for gender diversity in senior management
  • Publishing progress annually against these targets in reports on the DDCAP Group website (to be published September 2021)
  • Having an intention to ensure the pay of the senior executive team is linked to delivery against internal targets for gender diversity

DDGI’s targets within the Charter are to:

  • Achieve (or exceed) having at least 50% women in senior roles;
  • Add female representation to the Group’s FinTech expertise in the UK, targeting the addition of 1-2 women by year-end 2020;
  • Achieve further equality within the Group’s Risk and EXCOM Committees. Changes in Committee membership and resultant adjustment to gender  representation in April 2020 saw an increase in female representation, however we are keen to ensure that further gender balance is achieved within Senior Management positions;
  • Increase female representation within the Group’s representative offices overseas;
  • Increase female representation at Executive Director and Board level within DDGI (as the signatory to the Charter) in the London office by financial year-end 2020/2021.

Natalie Morse, Executive Director and Joint Company Secretary, has been appointed as the Senior Management Team member responsible for DDGI’s diversity and inclusion work.

Remuneration for members of our senior executive team is determined against financial and non-financial objectives, which are set annually through the Group’s formal Appraisal and Interim Review processes.  The non-financial objectives will include a commitment to increasing the diversity of our workforce.

Stella Cox CBE, Managing Director commented that: “DDGI’s admittance as a signatory to Women in Finance Charter is an exciting and welcome development for the DDCAP Group. As a female executive mandated for more than 20 years to lead a financial services business it will be no surprise that a focus on diversity and inclusion has been at the heart of our organisation for a very long time. However we must not be complacent and, having established our internal policies, commitments and ambitions, our signatory status now affords us an unprecedented and privileged opportunity to collaborate with other financial sector firms who share our values so as to accelerate our endeavours and make public disclosure of our intentions, setting targets that will continue to challenge us as we progress.”

2021 annual review of DDGI’s targets:

  • Achieve (or exceed) having at least 50% women in senior roles;
    • As the Company continues to evolve its Fintech and other service capabilities, we see opportunity to further increase our female representation within the Company, with a target of 30th June 2022 having been identified for this purpose
  • Add female representation to the Group’s FinTech expertise in the UK, targeting the addition of 1-2 women by year-end 2020;
    • We now have female representation, with manager designation, within our Group’s FinTech expertise. We plan to expand our IT & Systems infrastructure during our financial year (1/4/2021 – 31/3/2022), therefore we anticipate further opportunity to increase our female representation
  • Achieve further equality within the Group’s Risk and EXCOM Committees. Changes in Committee membership and resultant adjustment to gender  representation in April 2020 saw an increase in female representation, however we are keen to ensure that further gender balance is achieved within Senior Management positions;
    • We have achieved further equality of representation within the Group’s Risk and EXCOM Committees in April 2021 and, in certain instances, female representation is now 50%. In cases (Risk Committees) where female representation has not increased, this is due to the committee having expanded its quorum. All female members previously appointed to committees have retained their membership. The number of female directors within EXCOM has increased by one.
    • Other Committee membership has also seen an increase in female representation, something we will continue to focus on, with a target of June 2022 having been identified for this purpose
  • Increase female representation within the Group’s representative offices overseas;
    • Due to business strategy determined by impacts of COVID19 pandemic, the Group has not expanded representation within the Group’s representative offices overseas as headcount has not been increased and representation will be increased by additional headcount. When business circumstances enable us to actively recruit overseas, we seek to increase female representation, with a target of December 2022 having been provisionally identified for this purpose, subject to prevailing market conditions.
    • In addition, we are looking to increase representation at Director level across our Representative Offices overseas during our financial year (1/4/2021 – 31/3/2022), presenting an opportunity to further increase female representation
  • Increase female representation at Executive Director and Board level within DDGI (as the signatory to the Charter) in the London office by financial year-end 2020/2021.
    • The DDGI Limited Board of Directors appointed an additional female Board member in January 2021