Wed, October 10, 2018
An Introduction to Diversity and Inclusion in the Investments Industry - Breakfast Seminar
8.30am - 9.30am. Lloyds Avenue, 3 Lloyds Avenue, London, EC3N 3DS
Diversity and Inclusion has become a key priority for the Investment Management Industry. Within the Industry we may be aware of the work the Diversity Project promotes, Women in Finance Charter and the Investment Association’s recent 20/20 call for diverse talent. The role of Diversity in business is changing. Originally compliance-driven, diversity has grown into a business focussed strategic function. With a wealth of data evidencing the benefit of diversity there is some confusion; do people fully understand what is meant by diversity? Also, critically do organisations understand the need to be inclusive? What do we meet by diversity and also inclusion? What are the benefits to an organisation promoting themselves as being diverse and inclusive? What, if any – is the potential impact on brand, reputation, talent attraction and retention?
This facilitated discussion will provide participants develop an understanding of the research and information influencing the drive for maximising the benefits of having a diverse and inclusive workforce.
If you would like to attend this event please contact email@example.com
Decide if you are an inclusive leader by answering the following 10 questions:
Do you sponsor someone with high potential who is from a group currently under-represented in leadership to support them in realising their career aspirations?
Do you ask those you manage or lead for feedback on the impact of your style and approach in supporting them to perform well and/or progress their careers?
Do you know the different values and drivers that motivate those you manage or lead and do you leverage these to help improve performance?
Do you challenge others if their behaviour or actions do not support inclusion and diversity?
Are you aware of the stereotypes, assumptions and judgements you make about different groups (unconscious bias) and what you can do to minimise the potential negative impact of these?
Do you involve and encourage those you manage or lead to identify problems early on, come up with solutions and improvement ideas?
Does your team reflect diversity in its demographic make-up, background and perspectives and do you leverage this to avoid group think?
Are you clear how inclusion and diversity can help you meet your own and the wider organisation’s business goals?
Do you help those you manage or lead understand the bigger organisational and strategic picture and their role within this?
Do you mentor others, including women and people from minority backgrounds and check that your approach meets their specific needs?
What gets measured gets done. That is why we collect diversity metrics on both our candidates and clients in line with the Data Protection and Equality Acts. This allows us to identify areas requiring additional focus and also to measure progress across the industry. With biases prevalence through the employee lifecycle we actively utilize our diversity data to demonstrate where barriers exist and to create solutions to overcome them.