Women in Finance

TMK is committed to gender equality across all levels of our business and we believe that gender balance offers more diverse viewpoints, reduces bias in decision making and benefits the entire workforce.

TMK has joined more than 400 firms across the financial services sector in signing up to the HM Treasury Women in Finance Charter. The Charter reflects the Government’s and signatory firms’ commitment to work together to build a more balanced and fair industry. As part of this, we are proud to have been named a ‘Raising the Bar’ signatory because we exceeded our original target for women in senior roles.

Our Deputy Chief Executive Officer and Chief Financial Officer Reeken Patel, is responsible and accountable for gender diversity and inclusion within TMK and is the executive sponsor of our gender network.

The society we live in means I am in a position of privilege. I believe that means I have a responsibility to help level the playing field – to influence, change and help make a difference for those that face inequality of opportunity.ˮ

Reeken Patel
Deputy CEO, CFO, and Executive Sponsor for the Gender Network Group

Our Women in Finance Charter goals:

• We have exceeded our goal of at least 40% female representation in all leadership roles including NEDs by the end of 2025. We also exceeded our goal of maintaining or improving both our current female representation levels of 25% on the Board, and 33.3% in Executive level roles.*
• We are in the process of setting new goals for 2030.
• We ensure that the pay of the Executive is linked to the delivery of these goals. Each member of our Executive has an objective directly linked to our inclusion programme which supports our aim to progress gender diversity in our leadership teams.

*The respective targets for Board and Executive member representation have been separated to aid clarity.

Our objectives are to level the gender playing field by:

• Attracting more diverse candidates for new vacancies.
• Supporting individuals with leadership potential with a development plan to help promote them to leadership roles.
• Sponsoring our diverse talent internally, or externally through market-wide development programmes.
• Promoting diverse role models in our business.
• Promoting and embedding dynamic working practices throughout TMK.

See our Gender Pay Gap report 2025 here.