Liontrust Responsible Capitalism Report 2022 - Flipbook - Page 64
Diversity and Inclusion (D&I)
We seek greater diversity across the company as we believe this
enhances the performance of our business and leads to better
decision making.
Diversity-related activities in 2021/22
During FY 2021/22, the D&I committee continued to provide
feedback and recommendations to the Management Committee
and to the Board on ways to increase the diversity and the inclusivity
of our business. During the year, the committee:
We seek to create, through our culture and policies, a work
environment that helps to bring out the best in our employees. The
company believes that a diverse workforce that reflects wider society
promotes innovation and growth through independent thinking
and new ideas, as well as engaging existing and prospective
employees, partners and clients.
• partnered with PDT Global to undertake Liontrust’s first diversity
audit. On the back of recommendations from this audit, the D&I
committee will develop a strategy in 2022 to address points
raised in the audit.
DIVERSITY OVERSIGHT AND STRUCTURE
The Liontrust Asset Management PLC Board regularly reviews the
gender split across the Group and has asked management to
address the issue of the Group’s under-representation of women in
senior management.
– hosting a women’s forum discussion on “Breaking the Bias” and
networking event held in March 2022 to mark International
Women’s day
Male
Female
Board
5*
3**
Senior Management
23
3
* 2 Executive Directors, 3 Non-executive Directors
** 3 Non-executive Directors
DIVERSITY AND INCLUSION (D&I) COMMITTEE
Background
Liontrust’s Diversity and Inclusion Committee is chaired by our
COO/CFO and provides feedback and recommendations to the
Management Committee, Nomination Committee and the Liontrust
Asset Management Plc Board on all D&I matters. The purpose
of the Committee is to examine the challenges and opportunities
relating to:
• Preventing and eliminating discrimination, including unconscious
bias
• Raising awareness of the importance and benefits of diversity and
enhancing our culture and innovation
• Ensuring policies and procedures promote diversity across the
company
• Increasing awareness through training, mentoring and coaching
• Highlighting changes required to promote diversity
• Attracting people from diverse backgrounds to join Liontrust and
the asset management industry in general
The Committee meets monthly as we work to make progress across
this important area. This will form part of the overall diversity
strategy.
64 - Responsible Capitalism Report 2022
• Focused on initiatives to promote connectivity and inclusivity
across the Group, including:
– hosting activities to celebrate Pride month in April 2022
– a stress awareness campaign during stress awareness month in
April 2022
• Enhancing Liontrust’s Maternity and Paternity policies (further
details on page 66)
Measuring diversity as part of Liontrust’s employee survey in 2021
During the year, Liontrust asked staff to voluntarily disclose their
ethnicity, and of the 85% of staff who opted to provide this data,
21.8% categorised themselves as non-white. We recognise this is
not a complete reflection of the ethnic composition of our workforce
and will continue to encourage our staff to voluntarily disclose this
information as we believe it is important to measure the effectiveness
of our initiatives to allow us to develop a more diverse business.
Diversity on our board
Liontrust has improved the diversity of the Board over the last few
years and as at the end of December 2021 had two female Nonexecutive Directors. The Board will continue to work to ensure its
composition and the composition of the Group’s workforce as a
whole is representative of wider society.
Diversity across our business
Gender balance
Liontrust’s gender balance at the end of December 2021 was
65:35 male/female with a higher representation of men in more
senior positions. This reflects the history of the asset management
industry and is typical of the financial industry as a whole. The
Board and senior management are actively seeking to address
this. Senior management have been working to put in place the
strategies, policy and culture changes required to address the
gender balance and gap at Liontrust.
Gender pay gap
Liontrust tracks and analyses our gender pay gap (the percentage
by which male employees overall are paid more than our female