Strategic Report
Governance Report
Financial Statements
Company Financial Statements
Gender diversity The graphs below illustrate the gender
Whistleblowing We are committed to fostering a culture of openness, integrity and trust. We believe that all employees should feel empowered to raise concerns without fear of reprisal, dismissal or mistreatment. Our Whistleblowing policy is designed to support this commitment by providing clear guidance on how to report concerns, ensuring that all issues raised are taken seriously and investigated thoroughly. The policy encourages transparency and accountability, helping to maintain a safe and ethical working environment for everyone. Group policies and procedures As a Group, we are mindful of the many ways vulnerability can affect our customers, and how the issues they may be facing can affect their interpretation of our services and the value they provide. Our continued focus on improving outcomes for vulnerable customers saw the completion of company-wide training for all client facing staff. The sharp focus on both vulnerability and retirement income under Consumer Duty has led to a range of support documents being issued by industry bodies, and we were glad to contribute to the PMIFA - Understanding Consumer Vulnerability Guide, launched last October. At Brooks Macdonald, we have a zero- tolerance approach to bribery and corruption. The Board has responsibility for oversight of the Group’s financial crime prevention policy, which includes anti-bribery and anti- corruption and reviews this annually. Our employees are required to complete regular online training on money laundering, fraud, bribery and corruption and tax evasion.
mentoring and coaching opportunities, educational sessions, all-employee offsite events, and wellbeing activities such as organised gym classes. We partner with an external provider to run an annual employee engagement survey, which remains a key instrument for capturing employee sentiment and identifying actionable insights. The survey provides us with a clear understanding of what matters most to our people. We actively encourage all colleagues to share anonymous feedback, which plays a vital role in shaping our initiatives and continuously improving the employee experience. With a 79% response rate to our 2024 employee survey, we gained valuable insights that have informed meaningful improvements across the organisation. Based on this feedback, we have enhanced internal communication channels to ensure greater transparency and connectivity, expanded our training curriculum to support continuous learning and development, and initiated the development of a comprehensive career framework to provide clearer progression pathways for all employees.
In 2025, we maintained a high level of engagement, with 75% of employees
participating in the survey. This continued healthy response reflects the trust our people place in the survey as a reliable channel for sharing their views and shaping the future of Brooks Macdonald. The results indicate sustained engagement across the Group, with overall engagement levels remaining consistent year on year. Notably, we saw a two-point improvement in communication, highlighting progress in how we share information and connect with our teams. While there was a one-point decline in scores related to Leadership and DE&I, we are encouraged that 73% of respondents continue to view DE&I positively and 84% believe we foster an inclusive culture. Recognising the significant changes the business has undergone this year, we introduced a new set of questions to focus on change management. The insights gathered will be instrumental in helping us navigate and support future transitions more effectively. Code of business conduct Our employee handbook outlines key responsibilities for all staff, including acting with integrity and respect, managing conflicts of interest, upholding corporate social responsibility, treating customers fairly, ensuring good market conduct, safeguarding information and communications, using Group assets appropriately, preventing financial crime and co-operating with regulators and governments. To reinforce these standards, all employees are required to complete annual mandatory training to ensure full understanding of the Code of Conduct.
representation within our leadership teams (Executive Committee and their direct reports, excluding administrative roles). We remain committed to advancing the representation of women in financial services. In 2025, we joined the 30% Club UK and reaffirmed our alignment with the Women in Finance Charter. We have increased our target to 38% female representation in leadership by 2026. While our 2025 data shows a slight decline, these actions reflect our long-term dedication to building inclusive and balanced leadership teams. As at 30 June 2025, 4 Board directors were male and 3 were females. Across the workforce as a whole, 305 employees were male and 242 were female. Employee engagement Employee engagement is critical to the success of our people strategy. We are committed to creating a connected, inclusive and high-performing culture through a wide range of initiatives. These include regular town halls, structured training programmes,
Gender representation in senior leadership 1
39% (17)
35% (24)
30 June 2024
30 June 2025
61% (27)
65% (44)
l Male l Female
1 Per the FTSE Women Leaders Review, defined as Executive Committee and their direct reports (exclude administrative and support roles).
Brooks Macdonald Group plc Annual Report and Accounts 2025
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