Integrity, passion, teamwork, innovation and excellence, combined with always putting clients first, have proven key to our continued long-term success.
We are proud of our reputation as an employer of choice. We encourage an open, collaborative and meritocratic working environment in which everyone has the opportunity to deliver their best.
Integrity, passion, teamwork, innovation and excellence, combined with always putting our clients at the centre of what we do, drive our approach to business. They are a key part of Schroders’ culture.
We nurture a culture of inclusivity and respect. Diversity is something we value, allowing us to harness individual strengths and differences so that the best ideas and insights surface. We are highly diverse in terms of the nationalities employed in our local offices globally. This is a key strength that provides us with local market knowledge and a deep understanding of our clients’ needs.
Appointments to roles are based on merit, experience and performance. We are committed to recruiting, retaining and developing a deep pool of talent that shares the long-term view that has served the firm well and who believe in Schroders’ core values. We are committed to internal career progression to motivate and retain our most talented people and help them achieve their potential.
This is what our own people say about working here:
recommend Schroders as a good place to work
are proud to be associated with Schroders
are satisfied with their job
believe their colleagues uphold our values
To be excellent means to understand our clients' requirements, and address them with really advanced solutions. We have to question ourselves; are we still offering the right solutions? Excellence means delivering new ideas for new problems.
Our guiding principles and values
Our guiding principles and values define the highest standards of behaviour we expect from our people. Our goals are completely aligned with our clients – the creation of long-term value to assist them in meeting their future financial needs.
We want to excel at what we do. We continually strive for better.
We challenge how things are done and anticipate future opportunities.
We work as one team for our clients. We value the contribution of individuals and encourage healthy debate.
We share a deep rooted enthusiasm for what we do. We demonstrate this through the dedication and energy we bring to servicing our clients.
We build strong relationships based on trust and confidentiality.
Diversity & Inclusion
We are proud of being a firm founded on the principle of meritocracy; appointments to roles at Schroders are based on merit, experience and performance and we do not support quotas. Our culture encourages and promotes diversity, harnessing individual strengths and differences to surface the best ideas and insights. We recognise that we all stand to benefit from an inclusive workplace that respects, values and nurtures our talent and we are focused on retaining and developing a deep pool of diversified talent with a shared commitment to the firm’s core values and strategic goals.
Personal Professional Development
At Schroders, we are committed to maintaining a high-performing organisation and we are dedicated to providing our people with the opportunities and experiences they need to reach their full potential and grow their knowledge, skills and capabilities.
Our diversified business supports sustainable returns for clients and shareholders.
Remuneration, Benefits & Wellbeing
The remuneration policy at Schroders was developed with the following principles in mind:
Aligned with clients
A proportion of key employees’ deferred remuneration is delivered as Fund awards, which are notional investments in funds managed by the Group, thereby aligning the interests of employees and clients.
Aligned with shareholders
A significant proportion of variable remuneration is delivered in the form of deferred awards over Schroders shares, thereby aligning the interests of employees and shareholders. In addition, executive Directors and other members of the Group Management Committee are required, over time, to acquire and retain a holding of Schroders shares or rights to shares equivalent in value to 300% of annual base salary.
Aligned with financial performance
Total variable compensation is managed as a percentage of pre-bonus profit before tax and exceptional items, determined by the Committee and recommended to the Board. The total spend on compensation is managed as a percentage of net revenue. This approach aligns compensation with financial performance.
Employees receive a competitive compensation and benefits package, which is reviewed annually and benchmarked by reference to the external market. This allows us to attract and retain the best talent, who know that good performance will be rewarded.
Designed to encourage retention
Deferred variable compensation does not give rise to any immediate entitlement. Awards normally require the participant to be employed continuously by the Group until at least the third anniversary of grant in order to vest in full.
We recognise the importance of rewarding our employees with a wide range of competitive and flexible benefits, enabling them to have more control of their benefits and select those that best suit and support their lifestyle and personal circumstances.
- Discretionary bonus
- 25 days’ annual holiday (including option to buy and sell holiday)
- Life, income protection, personal accident and critical illness insurance
- Non-contributory pension
- Share incentive plan
- Preferential terms on unit trust and ISA investments
- Medical care scheme
- Health screening
- Dental insurance
- Employee assistance programme
- Childcare vouchers
- Travel insurance
- Interest free season ticket loan
- Ride to work scheme
- Will writing
- Give As You Earn
- A wide range of discounts, including gym memberships, dining out and shopping
In addition, we have clear and supportive policies for carers, flexible working, volunteering and sabbaticals to encourage a good and healthy work-life balance.
Employees should and must be looked after – this is the right thing to do both from an individual perspective and also from a business viewpoint
In today’s world, the pace of change has accelerated rapidly and this has had a major impact on the working environment. At Schroders, we want to make sure our employees are well-equipped to deal with these changes and that they are resilient to cope with whatever life throws at them.
Emma Holden, Global Head of HR
Our people have always been our most important asset. We want to invest in our employees to ensure they are productive, happy, healthy, confident and engaged.
Richard Keers, Chief Financial Officer
We employ a talented, diverse and multi-generational workforce and it is important that our employees are provided with the support and opportunities they need to optimise their health and overall wellbeing. We need to ensure our employees are healthy, happy and secure. By focusing on education and prevention, we aim to reduce the risk of future health problems developing and encourage healthier life choices.
Our holistic approach to Wellbeing includes:
- A Wellbeing calendar of events which supports our employees across five key areas: mind, workplace, body, financial and work-life balance.
- Dedicated Wellbeing pages on our intranet, which is a key resource for employees. Pages contain information on Wellbeing topics and signpost the internal and external support available.
- Encouraging physical activity by providing amenities such as, showers and lockers, onsite fitness centre and discounted gym memberships.
- Comprehensive resilience and mental health training embedded within the learning and development programme and offered to all employees and managers.
- Membership of ‘thought leadership’ networks such as City Mental Health Alliance, Working Families and City Parents.
We are moving to an inspirational new building at the heart of the City in 2018. The move to 1 London Wall Place is an exciting opportunity to bring all London-based employees under one roof for the first time in a collaborative and modern working environment.
The new workplace has been designed with our employees’ Wellbeing in mind. Factors such as daylight & lighting, air quality, noise and biophilia have all been carefully considered. High quality amenities will include a Wellbeing Centre with gym and medical facilities, a cafeteria, several open air terraces, cycle storage and dedicated changing facilities for cyclists and runners to work. We want to ensure the new workplace is one that our employees are proud of and where they enjoy coming to work.
We are proud to be a member of:
Our membership of the City Mental Health Alliance is a sign of our continued commitment to driving forward the importance of workplace mental health and to encourage other organisations in the city, by leading by example.
Working Families, the UK’s leading work-life balance organisation. Schroders collaborates with members to understand how employers can support working parents and carers, to find a better work-life balance and create family-friendly workplaces.
Cityparents is an inclusive network for City professionals who have a shared interest in balancing home/family life with a progressive career.