Diversity and Inclusion

IPC Ambition Statement

IPC is a Global company operating in over 60 countries and is comprised of a culturally diverse employee team. In order to continuously attract, retain and nurture the best talent in our industry, IPC commits to promoting diversity across our workforce and fostering a sense of belonging within our team. IPC’s Diversity & Inclusion Program will focus on actively engaging employees by improving support and development with no prejudice as to characteristics such as gender, race, ethnicity, religious beliefs, sexual orientation, gender identity, age, culture, language or physical and cognitive disabilities.The program will leverage and celebrate individual’s differences to achieve greater success for employees and our company goals.

Our Commitment

Internal target for gender diversity: female representation in senior roles (SVP, VP and directors) 30% by 2022 in UK and Globally.

When we signed up to the Charter in 2017 we had 13% female representation in Senior Management roles. As of October 2019 we have 16.1% female representation in senior management. We believe we are on track to meet our Charter target by our deadline.

Gender Equality Index in France

This index measures a company’s commitment to an environment that supports gender equality. The methodology measures gaps in basic and variable pay, gaps in personal pay, the % of female employees given a pay raise returning from maternity leave and number of women and men in the top pay grades. Companies are scored on a scale of 1-100. IPC is proud to have achieved a score of 81 for 2020, with the goal of continuously improving.


ERG Groups

WIN (Women’s Interactive Network)

  • Foster greater female representation
  • Support female leadership and boost career development
  • Create interactive networking opportunities for women in regards to education, relationship  building & support


  • Take leadership in the community by supporting top LGBT organizations through sponsorship, volunteering and board involvement
  • Raise awareness of inequities that our LGBT professionals face in the workplace and in the community
  • Provide LGBT individuals and their supporters opportunities and tools for elevating an environment of acceptance, equality, and inclusiveness
  • Offer equal and top-tier benefits

Racial and Ethnic Diversity

  • Build a team of culturally diverse employees globally to discuss ways to increase ethnic and culture awareness.

Women in Finance Charter
March 14, London