Gender

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.

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.

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.

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.