Corporate Responsibility

Kids reading (photo)
People at a meeting (photo)Man looking at computer (photo)Woman with a laptop (photo)

At Schroders we are aware of our societal responsibilities. We are proud to support the communities in which we operate and encourage our employees to do the same.

Our commitment to Corporate Responsibility (CR) has been refreshed and expanded this year, to ensure that our commitment to act responsibly, support our clients, deliver value to shareholders and make a wider contribution to society is embedded across our business in all that we do. To ensure that societal considerations are addressed at the highest level, responsibility for CR sits with an executive Director.

2016 highlights

We have seen significant strategic progress on CR issues in 2016. We appointed a dedicated Head of Corporate Responsibility in recognition of the need to respond to fast-changing social issues and expectations, both internally and externally.

We have established a global CR champion network, ensuring that we have contacts across the world to contribute to designing, spearheading and delivering CR initiatives.

Our inaugural firm-wide Employee Recognition Scheme was launched in 2016, recognising those who have gone further to demonstrate Schroders’ values, with the option for winners to select a charitable donation. We have also launched our three-year Diversity and Inclusion Strategy, focusing firstly on inclusive leadership. Externally, we have delivered numerous high impact and diverse community projects across the globe, such as our Netherlands office supporting Dutch charity ‘Alternatives 4 Children’, which aims to improve the wellbeing of children, and our New York office supporting the ‘Read Alliance’ initiative, which provides tutoring for at-risk children. We have also received a ‘Long Service Company Award’ from the East London Business Alliance in acknowledgement of our 10-year partnership with the ‘Mentoring Works’ programme.

Highest ethical standards

We promote high ethical standards and have a strong culture of doing the right thing for our clients, our employees, our shareholders and the Group. If an employee does have any ethical concerns, we have an internal whistleblowing policy, through which they can raise concerns about behaviour or decisions that could indicate potential wrongdoing. A 24-hour hotline is available for employees to report any concerns anonymously, which is publicised widely to employees. Personal securities trading by employees is subject to clearly defined internal policies.

Employees are not permitted to solicit or accept any inducements that are likely to conflict with their duties. We have policies in place and train employees in relation to treating customers fairly, anti-bribery, anti-money laundering, terrorist financing, market integrity, gifts and entertainment and data protection. Due diligence is undertaken before entering any material new client relationship and this is enhanced in high-risk countries or for higher risk entities or individuals.

This year we also published our first Slavery and Human Trafficking statement, to outline the steps we are taking to prevent slavery and human trafficking from taking place in any part of our business or in our supply chains. This can found on our website at www.schroders.com/slavery.

Investment 2020

Schroders supports Investment 2020, a programme that provides opportunities for school leavers and graduates in asset management. As part of this programme, we recruited across all areas of the business in 2016. More than half of the trainees from our 2015 programme progressed to full time roles within Schroders in 2016, and the majority of those who did not stay at Schroders went on to attend university.

Charitable giving

In 2016, we donated £1.5 million to charitable causes around the world with an emphasis on supporting our employees through Give As You Earn (GAYE) payroll giving and sponsorship matching. In the UK, 29% of our employees donated to charitable causes through GAYE and the firm’s matching donations increased to £839,000 (2015: £763,000), qualifying us for the Platinum award for payroll giving.

In addition to financial donations, we have provided gifts in kind, organised frequent charitable collections and encouraged our employees to share their knowledge, skills and capabilities with charitable organisations. Through our volunteering policy, we offer employees up to 15 hours of paid volunteering leave each year and provide a ‘time matching’ charitable donation for volunteering that takes place outside of working hours.

Environmental impact

We are committed to minimising the environmental impact of our operations and to delivering continuous improvements in our environmental performance.

In 2015, we set targets for the first time to purchase electricity from renewable sources. We committed to targeting 60% of our global electricity supply to be from renewable sources by the end of 2016 and for that figure to increase to 75% by the end of 2020. We have successfully achieved the first of these targets, as 69% of our electricity purchased globally in 2016 was from renewable sources.

We use DEFRA’s conversion factors each year to calculate our CO2e* emissions for all office locations. Our data has been externally verified and further information will be disclosed in our Carbon Disclosure Project submission later in the year, which will undergo a AA1000 assurance review. Our total carbon output in 2016 has reduced by 13%. This is due to both a decline in our global electricity and oil consumption following office moves during the year and a change in guidance from DEFRA on air travel.

For 2015 and 2016 we have used the internationally accepted GHG Protocol Corporate Standard for reporting. Previous years have been restated accordingly, although 2013 does not include CO2e emissions for employees using their own vehicles for business purposes, as this data was not captured in that year.

CO2e emissions per employee

CO2e emissions per employee (bar chart)

Total CO2e emissions

Total CO2e emissions (bar chart)

In 2018, our UK headquarters will relocate to 1 London Wall Place, an inspirational new building in the heart of the City of London. This is an exciting opportunity to bring all of our London-based employees together in one building in a collaborative and modern working environment.

We have given much consideration to building efficiencies and the Intelligent Building Management System being installed will optimise energy conservation, as well as providing trend analysis and advanced analytics. The sustainability objectives we set for the building will cover a variety of topics including energy, materials and water use and we are targeting a BREEAM* rating of ‘Excellent’. Our expectation is that this, together with moves to new offices in New York and Singapore, will help us to improve our environmental impact.

2017 objectives

Through 2017 we are looking to further develop and expand our CR efforts. We are developing an enhanced strategy for the firm, building on our long history of philanthropy and our ongoing commitment to acting responsibly, supporting both our clients and our people and making a positive wider contribution to society. We will look to create focused attention on a number of specific themes globally to enable concentrated effort and impact. We will also seek to introduce charity and community partnerships that offer sustainable, long-term value.

Woman with child (photo)

Memberships and awards

  • We received the Payroll Giving Quality Mark Platinum Award (logo)

    We received the Payroll Giving Quality Mark Platinum Award.

  • We are a member of OUTstanding, the professional network for LGBT+ executives and future leaders and their allies (logo)

    We are a member of OUTstanding, the professional network for LGBT+ executives and future leaders and their allies.

  • We signed the Women in Finance Charter in May 2016, a pledge for gender balance across financial services. (logo)

    We signed the Women in Finance Charter in May 2016, a pledge for gender balance across financial services.

  • We are a member of The Business Disability Forum. (logo)

    We are a member of The Business Disability Forum.

  • We are an accredited London Living Wage Employer (logo)

    We are an accredited London Living Wage Employer.

  • We are a member of the City Mental Health Alliance (CMHA) (logo)

    We are a member of the City Mental Health Alliance (CMHA).

  • We received an East London Business Academy Long Service Company Award for our mentoring contributions over 10 years (logo)

    We received an East London Business Academy Long Service Company Award for our mentoring contributions over 10 years.

  • We are a member of Working Families, the UK’s leading work-life balance organisation (logo)

    We are a member of Working Families, the UK’s leading work-life balance organisation.

  • We are a member of Cityparents – a network for City professionals who have a shared interest in balancing home/family life with a progressive career (logo)

    We are a member of Cityparents – a network for City professionals who have a shared interest in balancing home/family life with a progressive career.

  • We are included in the FTSE4GOOD Index series (logo)

    We are included in the FTSE4GOOD Index series.

  • We participate in the Carbon Disclosure Project (CDP) climate change program (logo)

    We participate in the Carbon Disclosure Project (CDP) climate change program.

  • We are included in the Dow Jones Sustainability Indices (DJSI) (logo)

    We are included in the Dow Jones Sustainability Indices (DJSI).

  • We are a member of the Heart of the City’s alumni programme (logo)

    We are a member of the Heart of the City’s alumni programme.

  • We are a member of the London Benchmarking Group (LBG) (logo)

    We are a member of the London Benchmarking Group (LBG).

* See glossary.