Diversity 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
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
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 specific goals linked to three areas of focus: talent, culture, and community.
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.
Driving business results through diversity and inclusion
Brendan Swords, President and CEO
Commitment to diversity education
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.
Shawna Ferguson, Director of Global 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 diversity partners
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.
The largest Latino association for business professionals and students dedicated to enhancing opportunities for their members while building leadership and career skills.
Ascend’s national nonprofit organization for MBA professionals and students provides competent, committed, competitive, and collaborative global MBA leaders to fulfill diverse talent pipelines.
CEO Action for Diversity & InclusionTM is the largest CEO-driven business commitment to advance diversity and inclusion within the workplace.
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.
The purpose of the Diversity Project is to accelerate progress towards an inclusive culture in the investment profession.
A nonprofit organization dedicated to increasing the number of women in portfolio management and executive leadership in the asset management industry.
A nonprofit organization founded to help develop and place talented underserved youth in business and industry, and prepare them for corporate and community leadership.
A forum for experienced female professionals focused on the investment of insurance general account assets. Our mission is to foster relationships among members and enhance their impact and contribution to the insurance industry.
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.
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.
The premier organization assisting people of color and women in achieving inclusion in the financial services industry.
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.
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.
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.
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