Paving the Way.Our commitment to diversity and inclusion.
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
In 2018, we launched Paving the Way, our dedicated campaign to help encourage a more diverse pipeline of candidates, both within 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, such as portfolio managers and researchers.
Paving the Way encompasses Man Group’s internal and external initiatives, partnerships and programmes which focus on internal progression, recruitment and next generation outreach in order to help us attract and develop talent from more diverse backgrounds and encourage diversity and inclusion.
Our Diversity & Inclusion Initiatives
Man Group is committed to diversity 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 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.
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.
Our figures show the gap has remained broadly stable compared to last year. While we do not see disparities of pay between individuals performing similar roles, our gender pay figures continue to demonstrate the widely recognised ‘diversity gap’ across our organisation and our industry. In particular, they highlight the lower representation of women in front office investment management roles and at senior levels within Man Group where compensation is typically the highest. For front office investment management roles, the variable performance-related bonus is highly correlated with fund performance and the delivery of results for clients. Our bonus pay gap therefore also reflects the lower female representation in senior investment positions.
We are committed to ensuring there is not a gender imbalance when it comes to compensation for similar roles. Alongside our ongoing diversity initiatives, Man Group has a compensation monitoring process in place which reviews pay across the firm globally to ensure that it is fair and proportionate.
However, we are conscious that we need to make ongoing progress in attracting and elevating women and other diverse talent and, as our Diversity & Inclusion Report shows, are actively addressing the issue head-on. We are therefore confident that we will see a narrowing trend in our UK gender pay gap figures over time as our initiatives drive meaningful change.
At Man Group, we recognise that we must take further action to drive better gender diversity, particularly in senior and front office roles, and are proud to have become a signatory to the Women in Finance Charter in 2018. Signatories pledge to promote gender diversity, including setting internal targets and reporting publicly on progress.
We have introduced a target of 25% female representation in senior management roles by December 2020, to build on our current progress; in 2016, 16% of senior managers at Man Group were women and this has increased to 22% in 2018. We place great importance on the development of women at all levels across Man Group, to ensure that they are able to reach their full potential and to progress to senior roles. Introducing this target is therefore well-aligned with our efforts and initiatives to support and develop women within the firm.
Please update your browser
Unfortunately we no longer support Internet Explorer 8, 7 and older for security reasons.
Please update your browser to a later version and try to access our site again.
You are now exiting our website
Please be aware that you are now exiting the Man Group
website. Links to third party websites are provided only as a reference and courtesy to our users. Man Group
has no control over such websites, does not recommend or endorse any opinions , information or content of such sites and makes no warranties as to the accuracy, completeness, reliability or suitability of their content. Man Group
Please be aware that you are now exiting the Man Group
website. Links to our social media pages are provided only as a reference and courtesy to our users. Man Group
has no control over such pages, does not recommend or endorse any opinions or non-Man Group
related information or content of such sites and makes no warranties as to their content. Man Group
assumes no liability for non Man Group