Liontrust Responsible Capitalism Report 2022 - Flipbook - Page 18
Well-being at Work
We recognise the importance of nurturing the well-being and
satisfaction of our employees by providing a supportive working
environment and healthy work/life balance.
Flexible Working Summary
Liontrust has a Flexible Working Policy available on the intranet
which details how an employee can exercise their right to apply to
work flexibly. Liontrust employs full time and part time employees
and offers an environment that enables almost all employees to be
able to work from home either occasionally or on a full-time basis,
as the role allows.
All employees/members receive a base salary and are also
eligible to be considered for a performance related annual variable
incentive award. For those members of staff receiving higher levels
of annual variable incentive awards, a proportion of such awards
is delivered in Liontrust shares, vesting over a number of years. The
Remuneration Policy is approved by shareholders at least every
three years and is reviewed regularly by the Board’s Remuneration
Committee.
Where appropriate, employees are eligible to participate in
Liontrust’s share schemes to encourage their involvement in the
performance of the business.
Physical & Mental Health Summary
Physical and mental well-being are important to Liontrust. We
believe offering private health care that includes mental health
support, physical health assessments and access to an employee
assistant programme that provides a 24/7 counselling service
encourages a happy and healthy workforce.
UK Employees participate in company pension schemes as
appropriate to local market practice.
Grievance Procedures
Liontrust has a formal grievance policy, which applies to all full and
part-time employees, which outlines the procedures that employees
can take to raise complaints or concerns in order to have them
assessed by the Company.
The Remuneration Committee has set a number of explicit sustainability
and diversity goals as part of the remuneration and performance targets
set for the Executive Directors of the Company. Further details of these
are provided in Liontrust Asset Management PLC’s Annual Report and
Financial Statements 2020 as well as a review of last year’s targets.
Remuneration Policy
Liontrust’s remuneration policy is designed to be market
competitive in order to motivate, aid staff retention, improve
individual and corporate performance and align employee/
member behaviour with the interests of shareholders. The
remuneration policy is, therefore, strongly linked to Liontrust’s
performance and corporate strategy, in particular in respect
of the performance conditions applicable to the proposed LTIP
awards to be granted to Executive Directors.
Investment management teams are remunerated based on the revenues
from the assets managed by their team. Individuals within each team
are allocated a proportion of revenue based upon their objectives and
responsibilities which in some cases include specific ESG roles.
18 - Liontrust Sustainability Report 2020
As a regulated entity, Liontrust is subject to a number of regulatory
codes including the MiFID Remuneration code and the UCITS
Remuneration code.
For other members of staff, there may be sustainable objectives
and responsibilities included in their day-to-day management that
are linked to the official performance review that is part of the
remuneration process.