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Darcey Quigley & Co are an equal opportunities employer to promote diversity.

We are committed to focusing our employment procedures and practices to ensure we maximise our employee’s potential.

We are committed to treating people fairly and equally. By accepting and embracing our employee’s diversity we provide an inclusive and positive working environment which we believe will benefit our business and society on the whole.

We are committed to providing a safe and inclusive working environment and we shall not discriminate against any situation, individual or group, directly, indirectly, because of age, sex, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief.


We are supporters of the ‘Women in Finance Charter’ and are a Living Wage employer and are fully committed to equality of opportunity in every sense. We are working together to build a more balanced and fair industry to see gender balance at all levels across financial services firms.

  • To support, unite and champion women, recognising and developing talent and ambition to create a more balanced diverse culture.
  • To collaborate with financial corporations on improving best practice and cultivating a more inclusive working environment.
  • To challenge unconscious gender biases embedded within financial corporations.
  • To create a culture where we encourage diversity from schoolroom to boardroom which will be reported upon annually on our website.
  • To ensure that by the end of 2019 Women will account for a  minimum of  50% of the senior management team.
  • To promote HM Treasury’s ‘Women in Finance Charter’.


We are Commitment to Have a Minimum of 50% of Women in Our Senior Management Team by December 2019


My organisation pledges to promote gender diversity by:

  • Having one member of our senior executive team who is responsible and accountable for gender diversity and inclusion;
  • Setting internal targets for gender diversity in our senior management;
  • Publishing progress annually against these targets in reports on our website;
  • Having an intention to ensure the remuneration of the senior executive team is linked to delivery against these internal targets on gender diversity
Women In Finance