Diversity and Inclusion

Successful businesses create an environment where people want to work, where they feel challenged, able to use their talents, and valued. Which is why we want to create a diverse and inclusive UK investment industry at all levels, including in our own organisation. 

We’re supporting D&I through a range of initiatives:  

As employers

Internal initiatives to help our members: 

• Attracting, retaining and developing talent from a wider pool – through consumer research and Investment20/20, our industry careers service focuses on widening access to school and college leavers and graduates. Historically, minority groups and women are under-represented in the industry, especially in senior positions.
• Changing the culture – our Closing the gap report focuses on understanding the gender pay gap’s causes. The report also offers practical examples to help firms attract, recruit, retain and promote from a diverse and inclusive perspective.
• LGBT+ staff – practical advice and guidance for members to help make the industry more inclusive of being ‘out’.
• Black Voices – experiences of black people in asset management, and guidance for firms to improve ethnic diversity. 

External initiatives we’re encouraging the industry to support:

• Women in Finance Charter – this commits firms to helping women into senior roles by setting targets and reporting on progress.
• Diversity Project – aims to achieve equality of opportunity across the investment and savings industry and bring a more inclusive culture sooner.

As the investment industry

• Campaigning for greater gender diversity on company boards (see our 'Diversity on boards' campaign)
• Working with the Hampton-Alexander Review – to improve gender balance in FTSE 350 leadership.
• Institutional Voting Information Service (IVIS) – part of the IA, IVIS reports on diversity alongside all other fundamental corporate governance matters.

Other things we’re doing

• We’re finalising a talent strategy that sets out our talent and skills agenda for the next three years. It’s based on three key themes – environment, attraction, and advancement – and takes account of D&I considerations.
• We’re responding to government consultations on D&I matters – for example,  highlighting our support for the ethnicity pay consultation earlier this year, and suggesting ways to make reporting requirements more effective.
• We’ve voluntarily disclosed our own gender pay gap figures, as we think greater transparency is essential to achieve change and increase gender diversity. We also collect anonymous data on our employees’ ethnicity through our annual Employee Diversity Survey.