Inclusion and diversity

Everyone’s at a different stage of their inclusion journey – with cultural and local practices to consider. So we listen to our employees through pulse surveys and collect diversity data so we can identify areas for improvement, and maximise impact through local initiatives.  

Our partnerships - such as with RecruitMilitary in the US, the Technology in Finance Immersion Programme in Singapore Future IM/Pact in Australia , and the Investment20/20 in the UK, to name a few - broaden our outreach and help us create a lasting impact. 

Our employee-led inclusion networks support our grassroots approach to building an inclusive culture. These create space for networking, celebrating our differences, and raising awareness of challenges that under-represented groups face.  

Inclusion is everyone’s business. There’s still a long way to go, so we use what we know to help the firms we invest in to accelerate change together across the industry and beyond. It’s important for us to be open about the high standards we set for ourselves, and to hold the companies we invest in to account.  

We’re proud to be recognised as Large Employer of the Year at the prestigious FTAdviser Diversity in Finance Awards, and are continually included in the Bloomberg Gender Equality Index and among the Top 75 employers of the Social Mobility Index. 

In May 2016, Schroders signed up to the Women in Finance Charter, a pledge for gender balance across financial services. Signatories pledge to commit to progressing women into senior roles, setting a strategy with measurable targets and reporting publicly on their progress. 

We are committed to striving for gender equality across our business. Globally, we originally set a target of 30% female representation in senior management roles by the end of 2019, up from 25% at the end of 2015. In line with our longer-term plans, we achieved our initial target of 30% females within senior management positions during the first quarter of 2017 and in March 2020 reached 33% female representation. We have set a new goal to reach 35% female representation at senior management level by 2023.  

We see transparency around the gender pay gap as integral to having meaningful conversations around equality. As one of the founding partners of Change the Race Ratio, a campaign set up by the CBI to increase racial and ethnic participation in British businesses, we are also committed to publishing our ethnicity pay gap once we reach 80% completion of our ethnicity profiles.