Women in Finance

Our 2025 Report

At Marsh and Guy Carpenter, our continual aim is best summarised by our Colleague Value Proposition - ‘You can be your best here’. Our aim is to create a vibrant and inclusive culture where all colleagues can thrive and reach their full potential. All colleagues should feel able to be their true self, be heard and supported, and have a sense of belonging at our Company. We believe this to be a fundamental driver in our success as a business.

As part of our commitment to driving inclusion within our company, we are dedicated to accelerating the advancement of women, both inside our firm and across our industry.

Our commitment

When we signed up to the Women in Finance Charter in 2018, we aspired to reach 25% women in leadership roles by 2023. We exceeded this target ahead of schedule and set a new five-year goal of reaching 35% female representation in leadership positions by 2028. We believe this is ambitious and will help us in our progress towards gender parity.


Year	2018	2019	2020	2021	2022	2023	2024	2025
Year	2018	2019	2020	2021	2022	2023	2024	2025
% of women in senior leadership	18.7%	20.9%	20.8%	23.4%	25.6%	28.1%	29.7%	30.0%

At 30% in 2025, we are pleased with our progress but remain steadfastly committed to growing this representation further.

Alongside our leadership ambition, our other commitments as part of the Charter remain in place:

To achieve a year-on-year 50/50 gender split in our early careers population, including our graduate and apprentice programmes.
To ensure gender diverse candidate slates in promotions or recruitment activities for senior roles (Senior Vice President Grade and above).
To link our inclusion ambitions and Charter pledge to our business strategy through the alignment of senior executive objectives.

2025 progress highlights

In aiming to improve the representation of women at our senior grades, we are continuing with several initiatives whilst introducing new approaches and pivoting in our action plan when needed. Some of our key progress highlights from the past year include:

A 54% female graduate intake as part of our early careers programme.
Continued development of our female talent pipeline into senior roles: 30% of promotions into Managing Director roles and 41% of promotions into Senior Vice President roles were for women.
Marsh has once again been recognised in The Times Top 50 Employers for Gender Equality 2025. Our inclusion for the second year running marks a great achievement on our journey to become one of the leading employers for gender equality in the UK.
Additional external recognition, with nominees and category winners at the UK Women in Insurance awards 2025, which are the premier awards for showcasing the achievements of women in the general insurance market.
Delivering the sixth year of our Aspire programme, a coaching programme aimed at high potential female colleagues, with 60 colleagues in the 2025 cohort. Of the 200 alumni colleagues who have completed the programme, 30% have received a promotion; 90% remain with the business, 40% are regarded as ‘standout performers’ and 30% are considered our top talent.
Continued investment in our inclusion agenda, through the work of our UK Inclusion Lead and our CRGs, ensuring the actions we take are appropriate to the needs of our colleagues and business; pivoting where necessary.
Continued improvements to our policies, processes, and benefits in support of a gender inclusive culture that will ensure our female colleagues have the best opportunities to thrive in the workplace. Ongoing initiatives include a toolkit and training for HR on dealing with domestic abuse in the workplace, women’s health sessions as part of our wellbeing roadshows, and the provision of free menstrual products in our UK offices.
We have held a number of successful and highly visible initiatives, spearheaded by our gender-focused Colleague Resource Groups. Highlights this year have included the continuation of the ‘Female Forum’, which encourages female colleagues to share their experiences in a safe space, helping to inform future policy making; the internal Balance Awards for top female role models and male allies; and the introduction of an additional Colleague Resource Group focusing on social mobility.
Our Guy Carpenter Elevate programme for female talent has concluded for 2025, consisting of group coaching sessions with a dedicated female development coach. Feedback from the cohort will be used to shape the program for 2026, and nominations for new members are being evaluated.

Accountability in leadership

Chris Lay, CEO of Marsh UK and Marsh McLennan UK, and Paul Moody, CEO of Guy Carpenter UK are our senior executive team members responsible and accountable for gender diversity and inclusion within our organisation. However, the full executive teams of both Marsh and Guy Carpenter have made specific commitments to advance our work across all areas of our diverse communities.

More broadly, Marsh and Guy Carpenter consider leadership to be a mindset, not a title. One of the qualities that is considered to make a great leader here is the ability to unlock people’s full potential and this includes building a diverse workforce where all colleagues can grow and thrive. We expect leaders at all levels to support the development of our inclusive culture and the advancement of our diversity commitments in their work.