Diversity and inclusion

At Royal London Asset Management, we believe responsible business practices underpin long-term success. That is reflected both in the way we engage with the companies we invest in and in how we manage our own organisation. Building a diverse and inclusive workplace where people can contribute and succeed helps us attract, develop and retain the talent needed to deliver for our clients.

We believe that diverse perspectives lead to better decision-making. By creating an inclusive environment where people from different backgrounds and experiences can contribute and succeed, we strengthen our ability to deliver for clients.

Diversity

Royal London’s Diversity and Inclusion Strategy is to continue to build an inclusive culture where our workforce better represents our clients, customers and communities.

One of the ways we track our aims is by measuring our progress in terms of our HM Treasury Women in Finance commitments and our Race at Work Charter commitments.

HM Treasury Women in Finance

Today, it's more important than ever to champion the work of women, at a time when all of society must improve its approach to women in the workplace.

We are a signatory of the HM Treasury Women in Finance Charter, a government initiative supporting the progression of women into senior roles in financial services. It’s a promise we’ve made to Women in Finance, our people, and those who are considering joining us in future.

By signing up to the charter, we:

• Set ourselves a target of increasing our female senior management population from 33% in 2016 to 40% by the end of 2027
• Publish annual reports that outline the progress we’re making towards meeting this target. Read our annual reports 

Gender Pay Gap

Our Gender Pay Gap report shows the gaps across our business, outlines why we have these gaps and sets out what we are doing to address them. By understanding the gaps, we can better focus our attention on the initiatives that will make a real difference. 

Read our Gender Pay Gap reports

Race at Work Charter

We are also committed to continuing to increase representation of colleagues from wider ethnicity backgrounds under our Race at Work Charter commitments.

Inclusion

We are proud of our inclusive culture across Royal London and we have a range of colleague-led inclusion networks for our colleagues.

Colleague representation

All colleagues are supported and represented by the Colleague Representative Forum (CRF) which works to continue to improve working life across Royal London. The CRF is central to bringing colleague voice to our most senior leaders.

Colleague voice

We champion an inclusive culture, supporting colleague representation through our inclusion networks: DAWN (Disability AWareness Network including neurodiversity), PRIDE (LGBTQ+ Network), REACH (Race, Ethnicity And Cultural Heritage) and our Women’s Network.

Our inclusion networks helped shape and launch our positive action programmes, including our Career Confidence Programme aimed at underrepresented groups and our Reciprocal Mentoring Programme.