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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 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 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.
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:
|MARCH 2018||APRIL 2019||SEPT 2020||SEPT 2021|
|Percentage of women on decision making bodies||27%||28%||31%||34%|
|Percentage of women in senior roles||14%||21%||21%||22%|
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 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.
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.
All data as at 1 April 2019
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