Liontrust Responsible Capitalism Report 2022 - Flipbook - Page 65
employees) and it is more than the average for the financial
services sector. Although the pay and bonus gaps between female
and male employees could be expected to gradually decline as
we continue to recruit and develop senior female talent across the
business, both the Board and senior management are seeking to
make this transition more quickly.
Employee benefits
Our benefits package provides an array of financial, health and
well-being, lifestyle and family-friendly options for employees.
These include:
As at 31 December 2021, Liontrust’s total of 198 employees/
partners was broken down as follows:
• Private medical insurance support, comprehensive health checks,
eye care and an employee assistance programme with access
to confidential counselling support, and a further range of health
and well-being options
2021
Male
Female
• 10% employer pension contributions to a defined contribution
pension scheme
Employees
103
66
Members of the LLPs
25
4
Total
128
70
Board*
5
2
*As at 31 March 2022, the Liontrust Board comprised:
Board
5
3
• Life assurance policy and income protection scheme from the first
day of employment, providing financial security and protection
for when it really matters
We encourage a good work-life balance with generous annual
leave and offer benefits including cycle to work, gym membership
subsidy and season ticket loans.
GIVE AS YOU EARN AND CHARITY MATCHING SCHEME
Liontrust partners with Charities Trust to allow all employees a taxefficient way to donate salary to a chosen registered charity.
Diversity in recruitment
As part of the Executive Directors’ strategic objectives, there is a
commitment to having a gender-balanced shortlist of candidates at
the beginning of a recruitment process.
In 2020, Liontrust introduced a charity matching scheme to
encourage all employees and members to personally participate in
the voluntary sector. Fundraising or donations made to registered
charities are matched up to the value of £500 per tax year.
Promotions and diversity
Promotions for employees are based on personal merit and
opportunities for training and career development are made equally
available to all. Liontrust encourages coaching and mentoring, and
this, along with the internship programme, will be key to increasing
diversity.
FLEXIBLE WORKING
Liontrust recognises the importance of achieving a healthy work-life
balance. We support, encourage and work closely with our staff
to achieve this by considering all flexible working requests equally,
including to give parents flexibility on how best to care for their
children.
The Parker Review
The Parker Review, which was an independent review in the UK
led by Sir John Parker, examined ways to improve the ethnic and
cultural diversity of UK boards so they can be better reflect a
company’s employee base.
Liontrust offers flexible working arrangements of a 3:2 split between
the office and home (effective from 1 July 2022). Previously, the
Group had set a 4:1 split between working in the office and
working from home.
This Review set out achievable objectives and timescales to
encourage greater diversity and provides practical tools to support
Board members of UK companies to address the issue. The Review
proposed that:
• Each FTSE 100 Board has at least one director from an ethnic
minority background by 2021
All employees have the option to make use of the informal flexible
work arrangements where their role allows this. Liontrust continues
to offer additional ad hoc flexible working over and above the
informal flexible working policy where necessary.
Employees can request formal flexible working arrangements where
there is a requirement to work additional days at home when their
needs exceed the Informal Flexible Working Policy.
• Each FTSE 250 Board has at least one director from an ethnic
minority background by 2024
Liontrust already has one ethnic minority representative on its Board.
Responsible Capitalism Report 2022 - 65