Jackie Boylan, Head of UK Platform Advisory Business
Committed to gender
We're determined to achieve a greater gender balance across our businesses and regions. Flexible working, inclusive parental leave policies and return-to-work programmes are just some of the ways we're doing this. And we're helping women take control of their financial futures with our Women & Money campaign.
What we're doing about it
- Signatory of the HM Treasury UK Women in Finance Charter. We aim to reach 35% women in senior management roles by December 2023.
- Signatory of Ireland’s Women in Finance Charter. We aim to maintain gender balance at our senior levels and aim to reach 45-55% women in our workforce by December 2023.
- We offer equal-paid parental leave and flexible working options to all our people, regardless of gender identify or sexual orientation, across all our operating locations.
- We run a New Horizons Returners Programme to support individuals returning to work after an extended career break.
- We partner with the 30% Club, Women of the Future, Women on Boards and Lord Mayor’s Appeal - She Can Be.
- We're committed to closing our gender pay gap.
- We’re committed to empowering women to take control of their finances through our Women & Money campaign.
Meet Jassi Dhawan-Randell, Technical Consultant
"I joined Fidelity after a career break to look after my children. The initial returners programme ran for 20 weeks but the support has been ongoing. I definitely feel that being a returner enabled me to have open and honest discussions about my limitations and balancing my career with life. And, as I help Fidelity to deliver technologies that improve our customers’ experiences, it's important those conversations take place.
Our reputation and what our customers mean to us is embedded in our culture and we all work hard to satisfy our customers. The fact that we have ongoing conversations about how we work and live is really positive, as it helps us to prioritise and keep focussed on our customers so that we can deliver for them."
Fidelity International feature on The Times Top 50 Employers for Women 2022
We are delighted to be recognised alongside other companies who are driving outstanding process on gender equality in the workplace.
Women in Finance Charter
Alongside our global Diversity and Inclusion activities, Fidelity International has signed up to the HM Treasury Women in Finance Charter, a UK government initiative to address gender balance across all UK Financial Services firms.
As a signatory of the Charter, we have committed to the following.
We’re committed to achieving a greater gender balance across our businesses and regions. Our goal is for our talent pool to reflect the full diversity of the communities we serve.
We have set the following targets for gender diversity to reach by December 2023:
- 45% women in our workforce
- 35% women in senior management roles
- 40% women on the Fidelity Holdings (UK) Limited (FHL) Board
A note on the numbers: these numbers represent all employees in our global workforce. Senior management roles are those employees who are at Director level and above.
When we first signed up to the Women in Finance Charter in 2017, we had the following female representation:
- 36.2% women in our workforce
- 25.7% women in senior management
As of August 2021, we have made progress on all these areas and have now reached the following female representation:
- 43.6% women in our workforce
- 32.3% women in senior management
- 44% women on the Fidelity Holdings (UK) Limited (FHL) Board
The representation of women in senior management has increased by 6.6 percentage points since 2017.
We’re on track to achieve our newly established targets of 45% women in our workforce, 35% women in senior management and 40% women on the FHL Board by December 2023.
What is driving the change?
Fidelity has a firmwide gender balance strand led by two Executive Sponsors, which sets the focus areas for our efforts to achieve greater gender balance across our businesses and regions.
The actions we’ve taken in the past year to drive this progress include:
- Offering inclusive family-friendly policies to support our people to manage their personal wellbeing needs and work-life balance, such as equal amounts of paid parental leave for all parents and 5 days of paid Family Care Leave.
- Building a more gender-balanced and diverse talent pipeline through focusing on identifying and nurturing talent, and by refining our hiring and mobility practices.
- Empowering employee resource groups such as the Women in Technology network to showcase female role models, offer peer support, provide development opportunities, engage male allies and amplify the voice of women across the business.
- Working with strategic partners on initiatives to encourage more women to access careers in investment management, such as returnships and early careers programmes.
How will we continue to progress?
We’re determined to continue to improve the gender balance across all Fidelity businesses and regions, so we can build better futures for our clients and employees.
We have set three firmwide priorities for our Diversity and Inclusion Strategy, which will enable us to make further progress on our Women in Finance Charter targets and on broader gender equality:
- A culture of inclusion where everyone feels they belong and can thrive.
- A workforce that reflects the full diversity of the clients we serve and communities where we work.
- A reputation with all our stakeholders and markets as a diverse and inclusive company.
Have senior accountability
Fidelity’s Diversity and Inclusion efforts have the highest level of executive support and sponsorship. The responsible executive to HM Treasury Women in Finance Charter is Malcolm Palmer, Chief Executive, Fidelity International.
The Global Diversity and Inclusion Leadership Council shapes our Diversity and Inclusion Strategy and holds the company to account for progress against our goals and targets. It is made up of senior executives who represent all Fidelity businesses and regions, and who share a passion for strengthening Diversity and Inclusion.
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