of our people are proud to work for Schroders
feel they can be themselves at Schroders
believe our leaders are invested in their wellbeing
*Data from our 2021 employee pulse surveys
Our vision is for our people to reflect the diversity of the communities we live and work in. And for everyone to feel they truly belong at Schroders.
Our industry-leading flexible working charter is central to inclusion, opening up opportunities for everyone. We shape our recruitment and retention processes to help spot and reduce the impact of biases, and create a level playing field for underrepresented groups, for example through mentoring schemes. And we constantly review our policies and benefits to make sure they are fair and supportive of our diverse teams.
Everyone’s at a different stage of their inclusion journey – with cultural and local practices to consider. So we listen to our employees through pulse surveys and collect diversity data so we can identify areas for improvement, and maximise impact through local initiatives.
Our partnerships - such as with RecruitMilitary in the US, the Technology in Finance Immersion Programme in Singapore, and the Investment20/20 in the UK, to name a few - broaden our outreach and help us create a lasting impact.
Our employee-led inclusion networks support our grassroots approach to building an inclusive culture. These create space for networking, celebrating our differences, and raising awareness of challenges that under-represented groups face.
Inclusion is everyone’s business. There’s still a long way to go, so we use what we know to help the firms we invest in to accelerate change together across the industry and beyond. It’s important for us to be open about the high standards we set for ourselves, and to hold the companies we invest in to account.
We’re proud to be recognised as Large Employer of the Year at the prestigious FTAdviser Diversity in Finance Awards, and are continually included in the Bloomberg Gender Equality Index and among the Top 75 employers of the Social Mobility Index.
In May 2016, Schroders signed up to the Women in Finance Charter, a pledge for gender balance across financial services. 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. We originally set a target of 30% female representation in senior management roles by the end of 2019, up from 25% at the end of 2015. In line with our longer-term plans, we achieved our initial target of 30% females within senior management positions during the first quarter of 2017 and in March 2020 reached 33% female representation. We have set a new goal to reach 35% female representation at senior management level by 2023.
We see transparency around gender pay gap as integral to having meaningful conversations around equality. As one of the founding partners of Change the Race Ratio, a campaign set up by the CBI to increase racial and ethnic participation in British businesses, we are also committed to publishing our ethnicity pay gap once we reach 80% completion of our ethnicity profiles.
We are proud to support The Diversity Project and our Group Chief Executive is a member of its CEO Advisory Council. This is a group of leaders in the investment and savings profession that decided to take action to accelerate progress towards an inclusive culture within our industry.
We believe that businesses still need to make important strides to break down the societal and systemic barriers that are preventing those from fulfilling their potential.