Data and disclosure
Strengthening insight and accountability
We use data to monitor progress, identify gaps, and inform targeted actions. In compliance with local laws and global standards we collect a broad range of data, this includes: Gender, Ethnicity, Disability or long-term illness, and sexual orientation.
Our progress is real, but our ambition is greater. We remain committed to ensuring all of our teams have the support and opportunities they need to deliver brilliant outcomes.
As of December 2025, our global ethnicity disclosure rate is at 80%, enabling more granular local analysis and targeted action plans. We continue to increase our understanding of other key data like the neurodiversity, disability, or caring responsibilities of our people, bringing us closer to a complete picture.
As at 31 December 2025 we had the following gender and ethnicity splits
| Gender | Ethnicity | |
| Board | 44% Female | 11% Ethnic minority |
| Senior Leadership | 40% Female | 10% Ethnic minority |
| Global Workforce | 44% Female | 80% Ethnicity disclosure rate |
2025 UK pay gaps
In our 2025 UK Pay Gap Report, we demonstrate continued progress in closing our gender pay gap and maintaining transparency on our ethnicity pay gap. Our progress is real, but our ambition is greater.
By understanding and addressing our pay gaps, we’re building an environment that attracts, develops, and retains the very best talent. Our latest and historic UK pay gap reports provide insights into our progress and highlights where further action is required.
Sustainability and TCFD report 2022 (Gender pay: page 54)
HMT Women in finance Charter
We are committed to creating a workplace where all our people can thrive, our approach to inclusion reflects what the evidence consistently shows: diversity delivers value when inclusion and psychological safety are present. We are building a culture that underpins better decisions, faster innovation, and stronger outcomes for our clients.
Alongside our pledge to the HMT Women in Finance Charter, we are taking meaningful actions to drive sustainable change within our business.
Our actions and commitments
- Accelerating talent progression
- Improving data transparency and accountability
- Supporting initiatives to build an inclusive culture
- Focus on developing our colleague networks and communities
- Emphasising storytelling and dialogue
- Aligning our inclusion ambition to client and business outcomes
More information about Inclusion at Aberdeen
Find our more about our approach to Inclusion at Aberdeen
Find out more about our ambition and tracking our progress
Find out more about our Aberdeen colleague networks.
Find out more on our approach to partnerships and measuring impact.