Diversity and Inclusion
Diversity of thought and experience has always been at the heart of Schroders. And providing an inclusive environment where ideas are heard and debated is one of the keys to our long-term success. That's why we focus on attracting, developing and retaining a diverse team across our business. Talented people are celebrated and valued at Schroders whatever their age, race, gender, sexual orientation, disability, religion, beliefs or other characteristics. We pride ourselves on always being open to different ways of thinking.
Diversity and inclusion at Schroders is championed by our Group Chief Executive Peter Harrison, who is its most senior sponsor. Peter is personally accountable for making sure we foster a culture that's inclusive and that strives for diversity in all that we do across our global workforce.
Diversity of thought is critical to success in modern business. At Schroders we are going a step beyond simply saying that it is important. Signing the Women in Finance charter is one action that enables us to continue to develop a more diverse organisation.
– Peter Harrison, Group Chief Executive
Our Diversity and Inclusion action plan
- Engage with recruitment partners around diversity and inclusion
- Launch employee resource groups
- Capture diversity data
- Review maternity and flexible working policy
- Introduce transgender policy
- Identify target zones and Senior Responsible Owners
- Position Asset Management as an attractive industry for female and BAME talent
- Introduce Mandatory inclusive leadership training for all managers
- Pair top 10% of female talent with senior sponsor
- Introduce 50/50 gender split at assessment centres
- Introduce mandatory Diversity and Inclusion training for all employees
- Pair top BAME talent with senior sponsor
- Target of at least 33% women in senior management
- Increase senior BAME representation
Women in Finance Charter
In May 2016, Schroders signed up to the Women in Finance Charter, a pledge for gender balance across financial services. The charter sets out to build a more gender-balanced and fair sector. Signatories pledge to commit to progressing women into senior roles, setting a strategy with measurable targets and reporting publicly on their progress.
We are committed to striving for gender equality across our business and have introduced a target of at least 33% female representation in senior management roles by the end of 2019.
We will make this an objective for each member of our senior executive team to ensure that the delivery of these targets is taken into account in setting their annual compensation.
Gender split 2016
Senior management 2016
We are delighted to be a member of OUTstanding, the professional network for LGBT+ executives and future leaders and their allies, as part of our commitment to diversity and creating an inclusive workplace for everyone.
We are excited to join Business in the Community - The Prince’s Responsible Business Network. Working with other members to tackle a wide range of issues that are essential to building a fairer society and a more sustainable future.
And we are a proud member of the Business Disability Forum who are as enthusiastic as we are about getting business ‘right’ for people with disabilities and long-term conditions.