Columbia Threadneedle was proud to win the 2016
Diversity Award from Better Society Awards
We believe the asset management industry has a real opportunity to be a driving force for diversity in financial services. At a time when individual investors face increasing challenges, our industry needs a broad mix of experience, ideas and opinions to help us understand and deliver the financial outcomes our customers expect.
In EMEA we have made good progress in improving diversity and inclusion as a whole and gender representation in particular. We recognise that disclosure is an important step towards improvement and in 2015 were the first European asset manager to disclose our gender diversity data. In March 2016 we were proud to be the first asset manager to sign HM Treasury's Women in Finance Charter, a pledge for gender balance across financial services. As a Charter signatory, we pledge to support gender diversity in the following ways.
Accountability - Mark Burgess, Chief Investment Officer EMEA and Global Head of Equities, has overall accountability for improving gender diversity and inclusion in EMEA. Mark is member of the EMEA Business Management Committee, ensuring accountability at the most senior level.
Values and rewards - Every employee's performance is measured against our Values of Client Focus, Excellence, Integrity and Respect, with the Values reflected in appraisal and personal development plans, and an explicit link to our annual incentive reward cycle. This ensures we are rewarded not just for what we do, but how we do it. We look at diversity and inclusion as part of the value of Respect and for each employee, including the senior executive team, there is an explicit link to annual incentive rewards.
Aspirational targets - We have set target ranges for female representation in each of the categories set out below. We believe targets are an important statement of intent and provide a tangible goal to work towards, recognising our current position. We seek to achieve visible change towards the target range for each category on a year-by-year basis, and are pleased to have made material progress in the past three years.
| ||2018 target range||Dec 2016||Dec 2015||Dec 2014||Dec 2013|
|% women on company Board||30% - 40%||33%||22%||22%||13%|
|% women on Business Management Committee (Exec Co)||30% - 50%||29%||24%||11%||8%|
|% women in senior management (Executive Director level)||20% - 40%||20%||19%||16%||11%|
|% women investment professionals||30% - 50%||29%||28%||29%||21%|
|% women employees in total||30% - 50%||36%||37%||37%||35%|
Our employee-led Diversity and Inclusion Group champions best practice to ensure a workplace culture that reflects the diversity of our clients and employees. Initiatives introduced include:
- Education and training, including unconscious bias training
- Recruitment guidelines to ensure both male and female representation on candidate lists, and advance more qualified women to the interview phase
- Working arrangements, for example best practice guidelines for working from home
- Mentoring to support career progression for more junior and mid-level employees
- The ability to purchase additional holidays, supporting more flexible working.
We support Investment 2020, an initiative by leading UK investment firms to offer hundreds of young people from diverse backgrounds a first job in the City. Since 2013 we have welcomed 20 people to the firm via 2020.
Columbia Threadneedle Investments is proud to be part of The Diversity Project, an industry initiative aiming to achieve 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. We believe that recognisable and measurable progress can be achieved over the Project’s five year timeframe. We aim to achieve diversity across all dimensions, including gender, ethnicity, socio-economic background, LGBTI+, age and disability.