Diversity, equity, and inclusion
We believe that a diverse workforce and inclusive culture are vital to success. To achieve them, Wellington Management has an integrated, global approach to attract, hire, develop and retain world-class talent.
SHARING OUR APPROACH
Helping to build a lasting community of diverse talent
Empowering and enabling talented students to embark on successful careers in the asset management industry, through our partnership with SEO London. Learn more about the opportunities available at Wellington here.
THE PATH FORWARD
Our Managing Partners recently shared their thoughts on the issues of racial injustice that so many around the US and the rest of the world are wrestling with. Read about the firm’s commitment to tangible action and real and lasting progress.
OUR INCLUSIVE, SUPPORTIVE CULTURE
Our culture is centred 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. Our approach to fostering this culture is driven by leaders of the firm, implemented by managers, supported by employees and guided by our director of Global Diversity and Inclusion.
All employees are responsible for contributing to our diverse and inclusive culture by mitigating bias from investment, talent and business decisions, and demonstrating inclusive behaviours. We also provide diversity education: our senior leaders and managers have been trained to create a respectful workplace, and we have implemented unconscious bias training.
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.
Our cross-functional Diversity Committee supports a multi-year diversity and inclusion strategy, with specific goals linked to three areas of focus: talent, culture and community.
OUR COMMITMENT TO THE UK WOMEN IN FINANCE CHARTER
Wellington Management International Ltd (WMIL) is a signatory to HM Treasury’s Women in Finance Charter, with a public commitment to improve gender balance within our organisation. As part of our commitment, WMIL has pledged to enhance our support for the progression of women into senior roles, to set targets that are designed to promote greater gender balance and to report our progress toward these targets. Our specific targets are outlined below.
By December 2025 we aim to achieve the following across our EMEA offices:
- At least 30% women on board/executive decision making bodies
- At least 25% women in senior roles. In 2020, we are committing to this revised goal, having met our initial aim of 20% by 2023 early.
|MARCH 2018||APRIL 2019||SEPT 2020|
|Percentage of women on decision making bodies||27%||28%||31%|
|Percentage of women in senior roles||14%||21%||21%|
We are pleased to report that since publicly communicating these targets in March of 2018, we have made progress in both areas. We have expanded and intensified our gender-related initiatives and are starting to see evidence of impact across our female population and, importantly, at senior levels.
OUR GENDER PAY GAP REPORTS
At Wellington Management, we are committed to achieving a balanced gender representation, particularly at senior levels. The following reports share our UK annual gender pay gap statistics as well as the steps we are taking to improve our gender balance.
Our global benefits programme is aligned with the goal of cultivating and maintaining a diverse workforce. We offer benefits that consider the health and well-being of employees and their families. Some benefits include:
Family care — Employees have access to various services and programmes that support their family care needs, such as backup child care, elder care and care search services.
Parental leave — We have enhanced our parental leave policies to allow both primary and secondary caregivers up to 26 weeks of paid leave, and we offer a range of tools to support new and expectant parents and their managers, including parental leave coaching.
Flexible work arrangements — The firm supports the use of flexible work arrangements such as flexible work hours, working remotely, and part-time schedules for both professional and personal reasons. Such arrangements are available based on management approval and job responsibilities.
Medical and health assistance – The firm offers comprehensive medical and dental insurance for all employees and their families. Employees can also access annual health screening and well-being services.
Leaves of absence — Various types of leaves of absence are offered to provide ample time away from work to support employees who experience life events such as the onset of a personal medical condition, the need to care for an elderly parent or to deal with a family emergency.
Employee support programme — This programme provides employees and their families with confidential access to licensed mental health counsellors 24 hours per day, 7 days per week.
We also offer generous vacation/holiday policies, and a matching gift program, which supports the community involvement and donations of employees to nonprofit organisations and educational institutions.
DRIVING BUSINESS RESULTS THROUGH DIVERSITY AND INCLUSION
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.
OUR CORE UK PARTNERSHIPS
Wellington Management International Ltd (WMIL) is a proud signatory to HM Treasury’s Women in Finance Charter, with a public commitment to improve gender balance within our organisation. As part of our commitment, we have pledged to enhance our support for the progression of women into senior roles, and have set targets that are designed to promote greater gender balance and to report our progress toward these targets.
We are members of 100 Women in Finance, a global association of more than 10,000 professional women working together to empower women at every stage of their careers through educational programming, professional leverage initiatives and philanthropy. We are active participants in 100 Women in Finance, hosting and participating in multiple events each year as well as fielding strong committee membership.
We have partnered with SEO, a non-profit organisation that prepares talented students from underrepresented backgrounds for career success, partnering with companies to create a lasting and powerful community of diverse talent. As part of our commitment, we work with both school and university students, participating in and hosting multiple events a year that contribute to their knowledge of the financial services industry and support them to pursue employment opportunities in the sector.
Wellington Management International Ltd is 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.
All data as at 1 April 2019
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