Gender equality at Schroders

Diversity of thought and experience has always been at the heart of Schroders. And providing an inclusive workplace where ideas are heard and debated is key to our long-term success.

We are committed to striving for gender equality across our business. By attracting, developing and retaining the brightest talent, our workforce should reflect the broad range of clients we represent. Talented people are celebrated at Schroders whatever their gender, age, race, 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 are championed at all levels, with the Group Chief Executive, Peter Harrison acting as our most senior sponsor. Peter, together with the Group Management Committee, is personally accountable for making sure we foster a culture that’s inclusive and that strives for diversity in all that we do.

Diversity of thought is critical to success in modern business. At Schroders we are going a step beyond simply saying that it is important.

Peter Harrison
Group Chief Executive

Our ambition is to be a sector leader in transparency around gender pay

We were delighted to have been one of the first FTSE 100 companies to voluntarily publish our gender pay disclosure, in March 2017, as well as one of the first signatories to the Women in Finance Charter. We see transparency around gender pay as integral to having more meaningful conversations around equality.

Being proud to have published this data doesn’t mean that we are proud of what it shows. We are taking a range of actions to understand and address the reasons behind the gender pay gap that we are reporting.

Our analysis of pay levels for comparable roles shows that male and female employees are paid fairly for similar work. However, the lower representation of women at senior levels within the Group, which is an issue across the financial services sector and society more broadly, is reflected in our gender pay gap data. It is this representation gap that drives our gender pay gap.

We recognise that, for a growing number of people, gender doesn’t simply refer to female or male. But for the purposes of this report we have calculated our gender pay gap comparing the pay of females and males, which is the approach set out in the UK’s gender pay gap regulations.

To begin to address this, we have set ourselves a target of at least 33% female representation in senior management roles by 2019 and have made good progress toward that target. We also aim to have a minimum of 33% of the positions on the Board of Schroders plc held by women by 2020.

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