On the shortlist: Horizon, Lloyds Banking Group

Shortlisted for the WIBF DEI Innovation Award 2025, the Horizon programme was created to close a long-standing gap in career progression for talented Grade D women in Finance, Risk, and Audit—areas where senior leadership remains largely male. Designed as a six-month journey for 58 assistant managers, Horizon focuses on building confidence, developing leadership capability, and breaking down systemic barriers to advancement.

Participants benefit from 1:1 coaching, exposure to over 60 senior leaders, and practical workshops covering influencing, assertiveness, and interview skills. The results have been remarkable: increased confidence, multiple promotions, and a strong, supportive network that continues to grow beyond the programme’s end. Horizon’s success lies not only in the tangible outcomes but in its lasting cultural impact—reshaping leadership expectations, embedding inclusive practices, and creating a visible, empowered pipeline of future female leaders who are redefining what progression looks like in financial services.

April Aimee Mcculloch kindly answered a few questions for us…

What inspired Horizon’s creation, and what gap did you most want to address?

Horizon was created to address a long-standing gap in progression support for talented Grade D women working in Finance, Risk, and Audit—areas where senior leadership remains disproportionately male. The spark came from listening to colleagues who felt capable but unseen: confident in their skills, yet lacking the visibility, advocacy, and structured development needed to move forward. Horizon was designed as a bold, intentional journey to help women recognise their leadership potential and equip them with the tools, networks, and belief to take the next step.

What have participants told you about Horizon’s impact on their confidence, visibility, and career progression?

The impact has been profound. 94% of participants reported increased confidence, and the programme earned a 4.5/5 satisfaction rating. Many shared that Horizon gave them a renewed sense of purpose and belonging—some applied for roles they’d never previously considered. The combination of 1:1 coaching, senior leader exposure, and practical modules like interview skills and presenting skills repeatedly described as transformational.

How are you measuring success, and which outcomes are you most proud of so far?

We’re tracking promotions, lateral moves, confidence scores, and feedback from participants and their line managers. So far, 9 promotions and 2 lateral moves have been secured, with many more actively exploring new opportunities. But the real success lies in the ripple effect—participants becoming mentors, speaking on panels, and advocating for others. Horizon has created a visible, empowered pipeline of future leaders, and that legacy is what we’re most proud of.

What adaptations did you make to support inclusivity, and how did they shape the programme’s impact?

Inclusivity was built into Horizon from the start. We offered flexible formats—blending virtual and in-person sessions—to suit different needs. For pregnant participants, we used KIT days and tailored catch-ups to ensure full engagement. Regional cohorts helped reduce travel and fostered local networks. These adaptations didn’t just improve accessibility—they deepened engagement and made every participant feel seen, supported, and valued. Our females have kept in contact and proactively stay in touch to help and advise one another with any questions and support they need which speaks volumes about the long term impact of such a programme.

How is Horizon influencing leadership behaviours, policies, and the future shape of your talent pipeline?

Horizon is shifting the dial on inclusive leadership. Senior leaders who mentored, interviewed, or spoke during the programme have told us it changed how they think about talent and succession and what they will be doing differently on the back of this course. Horizon alumni are now visible across the organisation, and their presence is reshaping what leadership looks like.

Looking ahead, what’s next for Horizon?

While the programme has officially concluded, the journey continues. We’re keeping connections alive through follow-up sessions, 1:1 catch-ups, and ongoing interview support. We’ve also engaged leadership and DE&I teams to ensure participants continue to receive the advocacy and exposure they deserve. Our ladies know they have not just been on a 6 month course with each other, they are on their career journey now for life with one another.