When Capco signed the Charter in September 2020, women represented 30% of our workforce. As of September 1, 2025, this has grown to 37.1% overall and 22.5% at the senior leadership level (Managing Principal and above). Whilst we set a target of 30% female senior leaders by 2025, and have seen meaningful progress over the last year, we recognise this goal will not be met.
Our ongoing focus remains on increasing female representation through these key areas:
- Building the leadership pipeline: Our inaugural Global Women’s Leadership Development Programme has been designed to accelerate participants’ professional growth and unlock leadership potential, receiving strong engagement and positive feedback. The programme was a 2025 priority and we’ll be continuing to focus on the cohort and their career development in 2026.
- Enabling data-driven decisions: We provide senior leaders with monthly diversity insights, including workforce representation, progress against targets, and key employment actions by demographic group, ensuring accountability and transparency.
- Positioning Capco as an employer of choice: We partner with specialist organisations such as Women in Banking & Finance, She Can Code, and the Women in Tech Network to expand our candidate pipelines and enhance workplace experiences for women in financial services. Our employee-led, firm-supported Women@Capco Affinity Group also plays a vital role in fostering innovation and providing feedback to drive continuous improvement.
- Gender Pay Gap reporting: Due to the above actions and Capco’s Reward strategy, our gender pay gap has lessened year-on-year and is smaller than our competitors.
