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Global diversity and inclusion

We believe that a diverse workforce and inclusive culture are vital to being successful in the asset management business. Diversity and inclusion are especially important amid growing market complexity, a competitive environment for top talent, and an expanding range of client needs. At Wellington Management, we have an integrated, global approach to attract, hire, develop, and retain world-class talent.

We take great pride in our diverse backgrounds and experiences — inclusive of age, gender, race, nationality, sexual orientation, ethnicity, military status, education, and communication style — as they help us challenge conventional wisdom, spark creative thinking, and enrich our lives and relationships. We are focused on providing innovative investment solutions for our clients, and we firmly believe the people who work here are our greatest assets.

Driving business results through diversity and inclusion

 

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, led by a partner of the firm, supports the direction of the firm’s multiyear diversity and inclusion strategy through initiatives that align with firm priorities. We have set specific goals linked to three areas of focus: talent, culture, and community.

“There is a great Wellington Management saying, ‘Seek a wide audience,’ which means listen to many different perspectives, and try to understand and appreciate everyone's experiences and points of view. We believe this diversity of thought ultimately helps us achieve better solutions for our clients.”

Brendan Swords, President and CEO

Talent

We strive to build exceptional teams that are as diverse as our clients so we can better understand and exceed our clients’ expectations. In line with this goal, we have increased our efforts to proactively hire, develop, retain, and advance employees from underrepresented groups across all position levels at our firm. We partner with several diversity associations to help us recruit, develop, and retain employees and students from a wide range of backgrounds and global work experiences. Learn more about careers at Wellington Management.

The diversity associations we partner with include:

  • 100 Women in Hedge Funds — 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
  • AscendNAAMBA (National Association of Asian MBAs) — Ascend’s national nonprofit organization for MBA professionals and students provides competent, committed, competitive, and collaborative global MBA leaders to fulfill diverse talent pipelines
  • INROADS — a nonprofit organization founded to help develop and place talented underserved youth in business and industry, and prepare them for corporate and community leadership
  • National Association of Securities Professionals — the premier organization assisting people of color and women in achieving inclusion in the financial services industry
  • ALPFA — the largest Latino association for business professionals and students dedicated to enhancing opportunities for their members while building leadership and career skills
  • The Partnership, Inc. — the region’s premier experts on talent management solutions for professionals of color focused on research, training, consulting, and convening
  • Wall Street Warfighters — a foundation serving army, navy, marines, guard, air force, and veteran employment in the financial services industry
  • JumpStart Advisory Group — a targeted, pre-matriculation diversity forum that educates and provides exposure to incoming first-year business school students about the financial services and consulting industries and strives to bridge the gap between underrepresented talent entering top business schools and firms actively seeking to increase the diversity of their workforce
  • 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 Asian American Professionals — a non-profit organization that cultivates and empowers Asian & Pacific Islander leaders through professional development, community service, and networking
  • The Robert Toigo Foundation — 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
  • Year Up — an organization seeking to close the opportunity divide by providing urban young adults with the skills, experience, and support that will empower them to reach their potential through professional careers and higher education

Wellington Management is not affiliated with, nor endorses, any specific organization. For your convenience Wellington.com has provided you information on our web site that is not directly related to Wellington Management products or services. By accessing these links you will be leaving Wellington Management's web site and entering a web site hosted by another party. Wellington Management is not responsible for the content of this third-party web site. Please be advised that you will no longer be subject to, or under the protection of, the privacy and security policies of Wellington Management. You are encouraged to review the privacy and security policies of the site you are entering, which may be different than those of Wellington Management.

As part of our ongoing commitment to professional development and diversity education, we provide our employees learning opportunities to enhance their knowledge and skills 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.

“Our diversity and inclusivity strengthen our collaborative culture, drive innovative thinking, and help us pursue superior investment results for our clients.”

Shawna Ferguson, Director of Global Diversity and Inclusion

Culture

Our culture is centered around our focus on our clients, collaboration, respectful debate, and differentiated thinking. These shared values have been passed on from generation to generation, are core to who we are as a firm, and are the basis for our longstanding commitment to being diverse and inclusive. As we build for the future with an expanding global footprint, we know there is more we can do to strengthen our existing workforce and culture.

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 around the world meet to discuss and debate 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 play a key role in our diversity and inclusion strategy by connecting people with different backgrounds and shared interests to partner on initiatives related to employee engagement, recruitment, development, education, and community outreach. Each business network’s initiatives align with the firm’s talent, investment, and business objectives. For example, our business networks have leveraged the power of diverse perspectives and helped share knowledge across the firm by hosting panel discussions about investing in emerging markets. These networks offer a global, cross-functional perspective that can help us arrive at more informed decisions for our clients. Learn more about our business networks.

Community

We invest in the communities where we work and live by engaging in a variety of philanthropic efforts, including targeted corporate giving initiatives. These initiatives are focused on bridging the achievement gap, which is defined as the disparity in academic performance between groups of students with different backgrounds and profiles, including ethnic, racial, gender, and family income characteristics. We also contribute to our communities through knowledge-sharing forums, mentoring, and volunteer events. Learn more.

Wellington Management values diversity in every aspect of our business, including procurement, via our suppliers and trading partners. We are building a strong supply network that reflects our principles of inclusion by leveraging diverse suppliers as direct and indirect providers of goods and services to our firm. Our emerging brokerage and supplier diversity efforts foster competition, thereby potentially increasing cost savings, and provide economic support for the communities where we operate. 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.

All figures as of 30 June 2017