within the UK's financial services sector. Despite some incremental improvements, such as a slight increase in women's representation in senior roles and a modest reduction in the gender pay gap, progress remains disappointingly slow.


While governments,


regulators and individual firms can create laws and policies they are not effective in actually stopping the incident. Addressing this issue requires more than just laws and policies. We, men and women, have the power and opportunity to stop these behaviours by coming forward and intervening. Our laws and policies should protect us – victim and active bystander – when these things happen, but it takes us to stop them happening in the first place. These things are happening to our mothers, sisters, partners, daughter and friends.


If you don’t step in then who will,? If you don’t do it now, then when will you?


Engaging the male majority


One of the key points I stressed in my evidence was the importance of engaging men in the DE&I conversation — not as bystanders, but as active champions of change. Many DE&I initiatives fail because they either exclude men or inadvertently make them feel that gender equity is a zero-sum game.


The reality is quite the


opposite. When men become allies and inclusion champions, everyone benefits. Businesses perform better, teams become more innovative, and workplace cultures shift toward true meritocracy. In our work we have seen how men benefit from being able to release themselves from complying with outdated male stereotypes.


Where do we go from here?


Real change will only come if firms, regulators, and government bodies commit to meaningful action and individuals – who actually own the culture, behaviours and values in a firm – exercise their inclusion muscle every second of every day.


The Treasury Committee's inquiry into sexism in the City highlighted persistent challenges in addressing gender inequality


© CITY SECURITY MAGAZINE – SPRING 2025 www.citysecuritymagazine.com


The inquiry uncovered that sexual harassment and bullying are still prevalent in the industry, with many firms treating diversity and inclusion as mere 'tick- box' exercises rather than integral business priorities. The misuse of non-disclosure agreements (NDAs) to conceal abuse and discrimination was also identified as a significant issue, often leaving victims silenced while perpetrators face no consequences.


The Financial Conduct Authority (FCA) has acknowledged the


Committee's findings and is preparing to introduce new regulations addressing sexual harassment and


bullying. Senior figures in the City, such as Baroness Helena Morrissey, have emphasised the need for these regulations to be robust and effective,


highlighting that non-financial misconduct often precedes major financial scandals and should be taken seriously.


While the inquiry has brought renewed attention to the issues of sexism and misconduct in the financial sector, the true impact of these


recommendations will depend on their implementation by firms, the enactment of proposed legislative changes, and the effectiveness of regulatory enforcement.


The question now is: will the industry take the necessary steps to close the gap and will you be part of the change?


Mark Freed


CEO of Men for Inclusion www.menforinclusion.com


Our Safer City – continues to make an impact


Since its launch fifteen months ago Prevent Violence against Women and Girls and Domestic Abuse – Our Safer City continues to make an impact. Here are some highlights:


Taxi Marshalling: provides a safe place to wait for a black cab. The marshals, who are licensed black cab drivers, manage and control the queue, prevent conflicts, and encourage black cabs to attend this location at night.


35,447 Total passengers 50.22% Female passengers 33.1% Lone female passengers


Perception Surveys: Two surveys to identify perceptions of safety in the City, coupled with Oxford Partnership data on hotspots to highlight where to target resources.


Safe Havens: 144 locations - offering temporary refuge to support to someone feeling vulnerable or needing


support for their journey home.


Ask for Angela: 210 Venues support for those who feel vulnerable on a night out, with a discreet way to access help


Awards for Prevent Violence against Women & Girls & Domestic Abuse – Our Safer City


Winner: OSPA for Community Security Partnership


Winner: Security Partnering Initiative of the Year (alongside the Safer Business Network and others) at the Security & Fire Excellence Awards.


Thank you to our partners and supporters including; City of London Corporation; City of London Crime Prevention Association; Eastern City BID; Aldgate Connect BID; The Worshipful Company of Security Professionals; Safer Business Network and QCIC Ltd.


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