Equal Opportunities and Diversity


At Brickendon we are committed to eliminating discrimination and encouraging diversity amongst our workforce. Our aim is to ensure each employee feels respected and is valued based upon their skills, performance and commitment.

It is widely acknowledged that a diverse workforce is more productive and successful and that is what we here at Brickendon, are striving to achieve. In our experience, facilitating the achievement of personal goals within a flexible working culture means that our people not only deliver to the best of their capabilities, but are even more engaged.

Two years on from signing the Women in Finance Charter we have made steady progress towards achieving our goals and increasing the diversity of the company.

Since appointing Clare Chalmers to our board in June 2018 and reaching our target of hiring at least one female non-executive director 18 months ahead of schedule, we have continued to go from strength-to-strength.

Unfortunately, during this reporting period two female members of our senior team left the organisation to pursue other opportunities, leaving just three women on our senior management team (25%, compared with 31% in 2018).

While we are still in the process of looking for suitable female senior hires, we have successfully increased the number of females working at a more junior level within the firm (women count for 27% of the overall workforce) in both technology and business development. In addition to actively seeking more senior women, our aim is to provide the necessary support to mentor some of these more junior women to progress within the company.

Brickendon remains fully committed to creating a fair and balanced workplace and will continue to work towards achieving the outstanding targets. We strongly believe that a diverse workforce is more productive and successful and is something that Brickendon will continue to strive for.

Brickendon Chief Executive Christopher Burke said: “We’re proud to align ourselves with the Women in Finance initiative and see it as an important step in cementing our current beliefs and practices that everyone should be given the appropriate opportunity to excel in their role.

“We have found that providing a flexible working culture increases productivity, well-being, and aids with the attraction and retention of talent across the board.”

Annual update September 2019

As of September 2019, three of Brickendon’s senior management were women, equating to 25 per cent of the total. Female representation on the board increased to 20 per cent. 

Brickendon’s pledges at the time of signing in July 2017:

  • achieving 50% female representation in senior management by December 2021,
  • having at least one female non-executive director on the board by December 2019 at the latest,
  • supporting and mentoring at least one woman to strive higher and take on a more senior position, and
  • publishing our progress against these targets annually.


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