Diversity and Inclusion Business Partner
Interview with Antoinette Boateng, Schroders' Diversity and Inclusion Business Partner
Why is diversity important?
Diversity is simply a reflection of society – it’s a reality. For me, it means focusing on how we choose to include diverse perspectives and ensuring that talented people are at the heart of Schroders and of our success. Diversity of thought is vital to an inclusive environment and producing the best solutions.
What do we mean by diversity of thought?
Our culture, experiences and identity shape how we interpret the world around us. Greater diversity means we benefit from a broader range of perspectives and approaches. It’s about incorporating as many strands of opinion as possible to help produce the best solutions for our clients.
Does Schroders have a diversity and inclusion strategy?
In September 2016, Schroders launched its three-year Diversity and Inclusion Strategy focusing on Inclusive Leadership. The key focus of this is to create a unified and consistent approach to engaging leaders and employees, and embedding inclusion into all of our people processes from recruiting through to developing employees in their careers. This approach should ensure we have continuous, sustainable improvement to our people processes which will impact our diversity profile.
What kind of events and initiatives does Schroders have?
We are hosting our inaugural Inclusion Week in October 2016 in London to launch our Diversity and Inclusion Strategy. A number of events and activities are taking place, some of which will available to our colleagues globally and our clients.
What’s your aim for Schroders?
To help create an environment where diversity of thought is valued. People who are able to bring their whole selves to work are likely to be more engaged and perform at their best, making Schroders an attractive firm for talented individuals to work for, and for clients to work with. To support this aim we have launched Employee Resource Groups, which play a vital role in representing the diversity of the firm.
What are your priorities?
My initial focus is on data collection, engagement, development and creating inclusive processes to enable greater diverse outcomes in how we attract, recruit, progress and retain talented individuals.
How are employees involved?
Everyone has a part to play in creating an inclusive workplace. We ask employees to reflect on how they can be an even better inclusive leader, asking them to think about three things: behaviours they can continue doing more of; behaviours they can start doing as result of your learning; and areas they feel they want to learn more about. A simple and influential action we encourage is for employees to sign up to any interest groups they have an affinity with.