Inclusion at Schroders

Our vision is for our people to reflect the diversity of the communities we live and work in and the clients we serve. We want everyone to feel they truly belong at Schroders. In seeking excellence, we are a proud equal opportunities employer, committed to removing barriers to entry and progression for underrepresented groups. This dedication to fair treatment is reflected throughout our people processes, from recruitment, to progression and pay determination. This is underpinned by regular reviews of our policies, ways of working, and benefits, to make sure they are fair and supportive of our diverse teams.

In 2023, we published our aspirations for what inclusion and diversity achievements we’d like to have achieved by 2030. These aspirations include metrics linked to Inclusion, Transparency and Diversity across multiple facets including gender, ethnicity, sexual orientation, disability, and long-term health conditions; at both all-employee and Senior management levels. Progress against these aspirations is tracked and communicated regularly, through all-business, divisional and regional lenses; guiding our ongoing actions and focus and holding us to account for meaningful progress. We are proud to have achieved our ambition for disability and long-term health condition representation five years ahead of our 2030 target. Additionally, we have reached 75% disclosure for disability and long-term health in the UK, enabling more detailed and transparent reporting.

Our Inclusion & Diversity (I&D) strategy outlines how we will achieve our 2030 goals by focusing on recruiting, progressing, and retaining diverse talent. Key areas of focus include identifying and alleviating bias in recruitment, ensuring fair progression and promotion processes, and fostering an inclusive culture where everyone can excel. To ensure resonance with diverse communities across the business, our Global Inclusion Forum is central to the development and implementation of our I&D strategy. Data is key to measuring and tracking progress, with advancement evidenced by factors such as improvements in workforce representation and feedback from employee pulse surveys.

We take a global approach to inclusion whilst understanding that local circumstances, regulations and cultural nuances are key considerations in successfully delivering an inclusive workplace. We listen to our employees through employee listening groups, pulse surveys, and our global Employee Resource Groups (ERGs), brought together under the Global Inclusion Forum. Our ERGs are central to making Schroders an inclusive workplace where everyone can thrive. These employee-led networks champion a diverse range of characteristics, including gender, ethnicity, socioeconomic background, neurodiversity, religion, age, and disability. The regional chairs of our 17 global ERGs collaborate to share best practices, support one another, and drive a consistent approach to inclusion worldwide.