At Man Group, we believe in diversity because it is the right thing to do, because it makes us a better place to work and it makes us a better business.
Our Paving the Way Campaign
Paving the Way is our dedicated campaign to help address the “pipeline” issue, encouraging a more diverse range of talent to apply for positions at Man Group and across the investment industry more broadly. We believe it is our responsibility to address factors which lead to a lack of diversity in our workforce; this campaign represents our firm-wide commitment to do so robustly and vocally, and is well aligned with our longstanding charitable focus on promoting literacy and numeracy at a grassroots level.
We hope these efforts will not only attract more diverse candidates, but support them into senior positions and front-office roles. Under the banner of Paving the Way, we focus on a number of internal and external initiatives, partnerships and programmes that help us to attract and develop talent from more diverse backgrounds and encourage diversity, equity and inclusion.
Our Diversity, Equity & Inclusion Initiatives
Man Group is committed to diversity, equity and inclusion, and has introduced a number of initiatives in recent years. We focus on external and internal initiatives, partnerships and programmes that help us to attract and develop talent from more diverse backgrounds and to encourage diversity, equity and inclusion across our firm and industry.
We seek to attract and elevate the best people, and foster an environment where everyone has the opportunity and support to reach their full potential.
We are committed to paving the way for potential future candidates in the investment industry. There is evidence that certain groups self-select away from qualifications in subjects that may more naturally lead to a career in finance and/or technology. Our 'next generation' efforts focus on those in full time education, from school age to university.
Our recruitment efforts focus on reaching and attracting a diverse group of candidates. In addition to inclusive hiring practices, we engage in partnerships and programmes that provide access to and opportunities for under-represented groups in our industry.
Our Diversity, Equity & Inclusion Report
Man Group’s Diversity, Equity & Inclusion Reports detail our commitment to support diversity, equity and inclusion within our business and industry, covering the breadth of our initiatives, partnerships and programmes.
Our report for 2022, published in March 2023, provides an insight into the activity that Drive and our collaborative group of employee networks have spearheaded, as well as our gender pay gap statistics.
- Our 2022 DIVERSITY, EQUITY & INCLUSION REPORT
- Our 2021 Diversity, Equity & Inclusion Report
- Our 2020 Diversity & Inclusion Report
- Our 2019 Diversity & Inclusion Report
- Our 2018 Diversity & Inclusion Report
- Our 2017 Diversity & Inclusion Report
Gender Pay Statistics
Man Group welcomes the requirement for employers in the UK to calculate and publish their gender pay gap, a measure designed to show the difference between the average earnings of men and women across an organisation.
While we have seen some change since we started reporting, our latest figures for 2022 show that the ‘diversity gap’ between men and women remains due to the lower representation of women in higher paid, senior positions and particularly in front office investment roles. We do not see a gender pay gap across similar roles and have a compensation monitoring process in place that reviews pay across the firm globally to ensure that it is fair and proportionate. There is still work to do to address this gender imbalance across our business and more widely in our industry, and we are committed to developing female talent at all levels of the firm. As a result, we expect to see our statistics fluctuate as we continue to work towards closing this gap.
We are encouraged by some of our progress in recent years. In 2022, we achieved 30% female representation on our Executive Committee and, in 2020, we achieved gender parity on our Board of Directors. Our Returner Programme has resulted in the recruitment of four female returners during 2022, with in a total of 16 returners joining Man Group since the programme began in 2016. Through this initiative, we have seen more highly qualified women return to work and progress to or take up senior positions in front office investment management roles and in technology. We also continue to focus on coaching and mentoring our high performing women, particularly those on the pathway to senior management.
We have several initiatives, partnerships and programmes to help us attract and develop women from more diverse backgrounds and to encourage diversity, equity and inclusion across our firm and industry. During 2022, we joined the Diversity Project’s Pathway programme – an industry-wide effort to address the underrepresentation of women in fund management. We are delighted to participate and especially to have been invited to help design part of the content for the programme.
We have also been a signatory to the HM Treasury’s Women in Finance Charter since 2018, pledging to promote gender diversity and setting internal targets for female representation in senior roles. Alongside this, the number of women in senior management roles is also one of our non-financial KPIs, part of our Executive Directors’ remuneration. This is designed to drive progress and ensure it remains a key priority for senior leaders across the firm.
Women in Finance Charter
Man Group has been a signatory to the Women in Finance Charter since 2018, pledging to promote gender diversity, including setting internal targets and reporting publicly on progress. Since signing the charter, we are pleased to have seen a positive trajectory in the proportion of women in senior management roles, which we define as Executive Committee members and their direct reports. In 2018, we were at 22% (up from 16% in 2016) and we have since met our initial target of 25% female representation in senior management roles by December 2020. Subsequent targets were set at 27.5% by the end of 2022 and 30% by 2024. In 2022, we achieved 30% female representation on our Executive Committee but as of December 2022, had 26% (slightly down from the 27% reached in 2021) female representation in senior management roles more broadly. We remain focused on our initiatives to support and develop women at all levels across Man Group, to ensure that they are able to reach their full potential and progress to senior roles.
Race at Work Charter
The events of 2020 again underscored the significant structural inequalities that exist for Black and other ethnic minority communities on both sides of the Atlantic. As ever, we remain committed to, and focused on, increasing diversity in all its forms within our firm and industry, and have specifically sought to increase opportunities for Black and ethnic minority employees through a range of targeted initiatives.
We are proud to be a signatory to the UK’s Race at Work Charter. As a signatory, we are committed to taking practical steps to ensure our workplace is tackling barriers that Black and minority groups face in recruitment and progression, and that we foster a more inclusive environment for all our people. We commit to following the Charter’s five calls to action, which aim to ensure that ethnic minority employees are represented at all levels in an organisation.
Our commitment to equality and inclusiveness is integral to our culture and success, and we continue in our drive and commitment to building a diverse and representative firm.
Disability Confident Committed
Man Group has joined the UK Government’s Department for Work & Pensions as a Disability Confident Committed employer, which seeks to ensure that disabled people have opportunities to fulfil their potential in the workplace. This scheme will further our understanding of disability and provide opportunities to those with disabilities in the investment industry.
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