Diversity and Inclusion
At Schroders, we believe diversity of thought and an inclusive workplace are vital for creating a positive environment for our people and producing the best solutions for our clients.
Our focus is on attracting, developing and retaining diverse employees across our business - being inclusive of different perspectives to ensure that talented people are at the heart of Schroders and of our success, regardless of age, race, gender, sexual orientation, disability, religion or beliefs, or any other characteristic.
Our Group Chief Executive Peter Harrison is the senior sponsor for diversity and inclusion at Schroders. He is personally accountable for ensuring that we foster an inclusive culture which strives for diversity in everything we do, across our entire 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
Schroders signed up to the Women in Finance Charter in May 2016, 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 2015
Senior management 2015
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 proud 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.
We are delighted to be a 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.