Diversityproject.com



#Timetodeliver version of the commitment and associated standardsOur vision A truly diverse and inclusive UK investment and savings industry with the right talent to deliver the best possible results for our clients and to reflect the society we serve. The commitment and monitoring of progressTo achieve this we encourage all asset management, wealth management and investment consulting firms to commit to achieving the following standards and to monitor progress towards the achievement of the standards. We recognise that these standards are aspirational and that their achievement will take time. We ask firms to monitor and report on their progress towards fulfilling these standards on an annual basis on a ‘comply or explain’ basis using the self-assessment template which includes the criteria for achieving a green rating on each of the standards. These documents are confidential and are designed to help member firms monitor and manage their own progress. Aggregate results for Diversity Project member firms will be produced to help the Diversity Project prioritise its activities. The Diversity Project StandardsThe senior leaders in our firm have included diversity in their personal objectives.We measure and monitor the diversity of our employees (eg. age, gender, ethnicity, sexual orientation, disability) and report this data regularly to the executive committee and board.We have a diversity and inclusion strategy appropriate to the business which include measurable objectives.Both the strategy, and progress towards it, are reviewed annually by the management team, shared with employees and adjustments made to the programme as necessary.As appropriate, we have reviewed practices around recruitment, promotions, mentoring and sponsorship opportunities, work allocation (for example, how portfolios are allocated amongst fund managers or how project or client teams are put together), parental leave, pay generally and agile working – for all staff – to promote an inclusive culture.We have published the gender pay gap, along with our plan to address the underlying causes where a gap exists. We have sought to identify any other pay gaps which might exist (e.g. ethnic pay gap).We actively contribute to the Diversity Project (e.g. be involved in two or more Diversity Project workstream initiatives and are represented at the Steering Committee and/or Advisory Council).We have taken part in any relevant surveys or research initiatives.We have worked collaboratively with others to share experience and worked to help tackle common barriers to diversity.We have provided constructive feedback to the Diversity Project where more focus is needed or a new approach is required. ................
................

In order to avoid copyright disputes, this page is only a partial summary.

Google Online Preview   Download