2022 Global diversity, equity, and inclusion report
We believe that transparency fosters trust, responsibility, and accountability. The development of the Global Diversity, Equity, and Inclusion (GDEI) Report stems from our shared values of integrity, collaboration, and differentiation. By sharing diversity data and information, we can provide insight on where we are and where we want to be when communicating with clients, recruitment candidates, and colleagues.
While we have a clear vision of what GDEI success looks like, we recognize that this is a journey. We also realize that our firm and industry have a long way to go. And we fundamentally believe that increased transparency regarding diversity data promotes accountability and allows our firm and our industry to measure progress.
Our primary objective is to deliver the best possible results for our clients — and a rich investment debate is at the heart of this. In order to achieve this to the highest standard we need diversity of thought in the room and for everyone to feel comfortable sharing their unique perspectives and asking the challenging questions. Our deep-rooted collaborative culture gives us a great starting point from which to build on.
At Wellington Management, we believe our clients benefit from a firm that attracts exceptional talent by standing up for gender equality and bringing diverse individuals together to create equal opportunities to grow, advance, and fulfill their highest potential.
In honor of International Women’s Day, we asked colleagues from around the world what they were choosing to challenge to help forge a gender equal world. Here’s what we learned…
Learn more about our commitment to diversity and inclusion in this fireside chat between the director of our Client Group, Stefan Haselwandter, and our director of Global Diversity and Inclusion, Shawna Ferguson. We hope this discussion — the first in a series — will be part of a broader conversation to advance diversity, equity, and inclusion across our industry — educating, challenging, and connecting us to move forward together.
We take pride in our diverse backgrounds and experiences — inclusive of race, color, sex, sexual orientation, gender identity, gender expression, religion, creed, national origin, age, ancestry, disability (physical or mental), medical condition, citizenship, marital status, pregnancy, veteran or military status, genetic information or any other characteristic protected by applicable law. They help us challenge conventional wisdom, spark creative thinking, and enrich our lives and relationships.
Our approach to fostering a diverse and inclusive culture is driven by leaders of the firm, implemented by managers, supported by employees, and guided by our director of Global Diversity and Inclusion.
Our cross-functional Diversity Committee supports a multiyear diversity and inclusion strategy, with aspirational goals linked to three areas of focus: talent, culture, and community.
Learn more about how our business networks keep our firm connected with clients, talent, and communities globally.
We strive to build exceptional teams that are as diverse as our clients. In line with this goal, we have increased our efforts to hire, develop, retain, and advance employees from underrepresented groups across all levels at our firm. We partner with several diversity associations to help us. Learn more about careers at Wellington Management.
Advancing global diversity and inclusion is essential to our mission, because it drives innovative approaches and collaboration.
The Wellington Management ecosystem thrives when we “seek a wide audience,” which means listening to different perspectives and appreciating other points of views. We believe this diversity of thought ultimately helps us achieve better results for our clients.
We provide our employees with learning opportunities to enhance their knowledge about inclusive workplace practices. These include skill-building sessions focusing on unconscious bias; cross-cultural competency; and recognizing differences in work, communication, and thinking styles, including generational differences.
Our culture is centered around our focus on our clients, collaboration, respectful debate, and differentiated thinking. These shared values are core to who we are as a firm, and are the basis for our long-standing commitment to being diverse and inclusive.
All employees are responsible for contributing to our diverse and inclusive culture by mitigating bias from investment, talent, and business decisions, and demonstrating inclusive behaviors. For example, each day our investment teams meet to discuss a broad range of investment perspectives in our Morning Meetings. We believe this collegial approach drives better solutions for our clients.
Our business networks and diversity working groups are part of this open, collaborative culture. They connect people with different backgrounds and shared interests on initiatives related to employee engagement, recruitment, development, education, and community outreach. The networks offer a global, cross-functional perspective that can help us arrive at more informed decisions for our clients, and support our talent, investment, and business objectives. Learn more about our business networks.
Our approach to building a richly diverse workforce — while sustaining an inclusive culture — strengthens our firm, drives innovative solutions, and enables us to pursue superior investment results for our clients.
We invest in the communities where we work and live by engaging in philanthropic efforts, including targeted corporate giving. These initiatives focus on bridging the achievement gap between students with different backgrounds and profiles. We also contribute to our communities through knowledge-sharing forums, mentoring, and volunteer events. Learn more.
Wellington Management values diversity in every aspect of its business, including procurement. We are building a supply network that reflects our principles of inclusion by leveraging diverse suppliers. Businesses owned and managed by ethnic minorities, women, veterans, individuals with disabilities, and those from the lesbian, gay, bisexual, and transgender community are just some examples of our diverse supplier partnerships.
The 30% Club Japan is a global campaign led by Chairs and CEOs taking action to increase gender diversity at board and senior management levels.
A global association of more than 10,000 professional women making a difference in both industry and community through educational programming, professional leverage initiatives, and philanthropy.
Black, Asian, and Minority Ethnic (BAME) & Black British Business Awards (BBBA)
Founded in 2014, the Black British Business Awards (BBBAwards) celebrates the exceptional performance and outstanding achievements of black professionals and business owners in the UK and empowers organisations with the necessary tools to attract, retain and progress their internal Black, Asian and Minority Ethnic talent.
Established in 2020, The Black Opportunity Fund (BOF) is a dynamic partnership between businesses, philanthropists, foundations, and the Black community to combat the impact of anti-Black racism in Canada.
CEO Action for Diversity & InclusionTM
CEO Action for Diversity & InclusionTM is the largest CEO-driven business commitment to advance diversity and inclusion within the workplace.
CFA Institute’s Driving Change Initiative: Diversity and Inclusion in Investment Management
This project — initiated to better understand how to design, promote, and successfully implement strong diversity and inclusion practices and policies in the investment management industry — is led by the CFA Institute and involves investment managers across the US.
Greater Boston Chamber of Commerce is an independent, non-profit organization that is the convener, voice and advocate of the region’s business community. They help their members and Greater Boston succeed by:
Informing the business community on the most important issues facing our region
Shaping public policies that sustain Greater Boston’s competitiveness
Providing leadership development programs that foster professional growth
DCIIA – Defined Contribution Institutional Investment Association
The Defined Contribution Institutional Investment Association (DCIIA) encourages members to advocate for diversity and inclusion in their own organizations and seek to identify opportunities to raise the visibility of these issues industry-wide. In support of this goal, DCIIA is forming an advisory group composed of c-suite executives from member firms who are in a diversity and inclusion role at their organization (i.e., Chief Diversity Officer or similar). Participation will provide opportunities to collaborate and interact with other senior-level D&I and retirement industry leaders — cross-industry collaboration is a hallmark of DCIIA’s value proposition.
Wellington Management International Ltd are proud to be part of the 20,000 organisations that have signed up to the Disability Confident scheme. Disability Confident organisations play a leading role in changing attitudes for the better, and make the most of the talents disabled people can bring to our workplace. We are changing behaviour and cultures within our business, networks and communities, and reaping the benefits of inclusive recruitment practices.
The Disability:IN CEO Letter on Disability and Inclusion - The Disability:IN CEO Letter on Disability Inclusion is designed for CEOs to take action to build inclusive, accessible, and equitable workplaces through their company’s participation in the Disability Equality Index. The DEI is the only global tool for analyzing and measuring disability progress across the enterprise and gives companies a comprehensive assessment of their own disability inclusion and equality practices. The program is administered by Disability:IN and the American Association of People with Disabilities (AAPD). Each company receives a score, on a scale of zero (0) to 100, with those earning 80 and above recognized as “Best Places to Work for Disability Inclusion.” Jean Hynes signed the CEO Letter on Disability Inclusion in October 2022.
Dive In is a global movement in the insurance sector to support the development of inclusive workplace cultures. Its mission is to enable people to achieve their potential by raising awareness of the business case and promoting positive action for diversity in all its forms.
Girls Who Code is on a mission to close the gender gap in technology and to change the image of what a programmer looks like and does.
A nonprofit organization dedicated to increasing the number of women in portfolio management and executive leadership in the asset management industry.
LGBT Great is a global investment industry organisation working to develop all aspects of LGBT+ equality and inclusion within the workplace
Management Leadership for Tomorrow
A nonprofit organization that seeks to address the under-representation of African Americans, Hispanics, and Native Americans in leadership positions in corporations, entrepreneurial ventures, and nonprofit organizations.
National Association of Securities Professionals
The premier organization assisting people of color and women in achieving inclusion in the financial services industry.
NSCP – National Society of Compliance Professionals
The National Society of Compliance Professionals is a nonprofit, membership organization dedicated to serving and supporting the compliance professional in the financial services industry. NSCP is for compliance, by compliance. NSCP membership provides financial services compliance professionals with a wide range of resources including a community of like-minded peers, continuing education to further their knowledge and specialized skills, and regulatory involvement through representation of compliance interests.
Out & Equal is the premier organization working exclusively on LGBTQ workplace equality. Through our worldwide programs, Fortune 500 partnerships and our annual Workplace Summit conference, we help LGBTQ people thrive and support organizations creating a culture of belonging for all.
A nonprofit organisation that prepares talented students from underrepresented backgrounds for career success, partnering with companies to create a lasting and powerful community of diverse talent.
Through a network of more than 1,500 on-campus chapters, Student Veterans of America ensures that student veterans and military-connected students achieve their greatest potential.
The purpose of the Diversity Project is to accelerate progress towards an inclusive culture in the investment profession.
Institutional Limited Partners Association – ILPA
The Institutional Limited Partners Association (ILPA) engages, empowers, and connects limited partners to maximize their performance on an individual, institutional, and collective basis. With 500 member institutions from around the global representing more than 2 trillion USD of private equity assets under management.
The premier US experts on talent management solutions for professionals of color focused on research, training, consulting, and convening.
TOIGO’s mission is to foster the career advancement and increased leadership of underrepresented talent by creating mechanisms for greater inclusion from the classroom to the boardroom.
The ‘Women in Finance Charter’ asks financial services firms to commit to implement four key industry actions.
Work Without Limits is an initiative out of the University of Massachusetts Medical School (UMMS) with the goal of positioning Massachusetts as the first state in the nation where the employment rate of people with disabilities is equal to people without disabilities.
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