Our commitment to the Women in Finance Charter
At Jupiter, we recognise the importance of embracing diversity and inclusion at the most fundamental level within our business.
At Jupiter, we recognise the importance of embracing diversity and inclusion at the most fundamental level within our business. We believe that diversity leads to superior idea generation, better thinking and more effective decision making. It is therefore key to our future success as we face a world of changing demographics, new market opportunities and evolving socio-economic trends.
In order to fully address this objective, Jupiter has a Diversity and Inclusion policy based on the principle that ‘diversity is the mix, inclusion is getting the mix working well together’.
As part of our commitment towards diversity and inclusion, Jupiter is proud to have been a signatory of the HM Treasury Women in Finance Charter since 2016, a pledge towards improving gender balance in the financial services sector. The Charter asks firms to commit to implementing four key recommendations which can be viewed here.
This initiative is aligned with Jupiter’s meritocratic culture, which seeks to attract, recognise and reward talent, regardless of gender, across our business. We seek to achieve tangible change in order to deliver progress on all targets outlined in the Charter.
In 2017, on signing the Women in Finance Charter, women represented 13% of our senior management population. We implemented new initiatives, updated our recruitment process, introduced new benefits and enhanced our learning and development programme to help drive a change. Our goal is for more than 40% of our senior management to be female by 2023 and although we have seen an increase in the size of our female senior management population, we still have more to do. as at 30 June 2020, women represented 22% of Jupiter’s senior management population.
We have set three additional targets, detailed below, to help us achieve our overarching target and are continually reviewing the culture at Jupiter, our policies, processes and development programmes to ensure they help us in creating a diverse and inclusive workforce.
2023 Target | Actual 30 June 2020 | Actual 30 June 2019 | |
|---|---|---|---|
% of women on the Jupiter Board | >30% | 25% | 44% |
% of women on Executive Committee | >30% | 22% | 25% |
% of women employees | >40% | 39% | 39% |
Actions towards achieving our goals
- Promoting greater diversity at industry events through greater focus on gender diversity
- Focusing on growing female representation in fund management and sales
- Building a programme to support high potential employees
- Continuing to seek a better understanding of the challenges faced by women through employee opinion surveys
- Continuing to focus on upskilling our managerial capability to harness talent
- Regularly reviewing and updating benefits and policies, such as the UK maternity and shared parental leave policy
- Encouraging a gender mix in our recruitment shortlists
- Further developing the Jupiter Women’s Leadership Group
- Providing unconscious bias training
- Removing pro-ration of bonuses for those on maternity and paternity leave
- Ensuring all people managers include at least one objective relating to diversity and inclusion