Diversity and inclusion report 2023
One of the first steps in making meaningful change is understanding where you are, so you can identify the change needed and how to make it.
You can discover the changes we are making in our first Diversity and inclusion (D&I) report.
Read the full version
As part of our longstanding commitment to diversity and inclusion, you can explore our progress to date and see what actions we are taking in our first diversity and inclusion (D&I) report.
Our goals
1. Attract, develop and retain talent
We believe diverse minds bring different perspectives and enable more challenge and debate, leading to better decisions.
2. Create a culture where everyone feels safe, included, and valued
We are working hard to improve gender representation in our senior management population and ethnicity representation firmwide. To do this, we must drive more understanding of and accountability for D&I across all colleagues.
3. Drive accountability across the firm
We continue to focus on continuous improvements internally and engaging with industry bodies to shape and influence how asset management as a whole drives change in D&I.
97%
of staff shared their ethnicity and gender data.
65
nationalities from across the world
About this report
Unless otherwise stated, the data provided in this report is as at 31 December 2022 (for reference, data at 31 December 2018 is also provided).
The total number of staff is 2,055, of which 1,839 are permanent.
Location
| Location | Total |
| Edinburgh | 1,758 |
| North America / Canada | 26 |
| Asia | 25 |
| Europe | 21 |
| UK Regions / London | 9 |
Age
| Age | Percentage |
| < 30 | 21% |
| 30 - 39 | 35% |
| 40 - 49 | 30% |
| 50 - 59 | 13% |
| > 60 | 1% |
Gender (% women)
| Position in organisation | 2018 | 2022 |
| Firmwide | 48% | 47% |
| Investment professionals | 33% | 35% |
| Senior management | 29% | 35% |
| Partnership | 14% | 25% |
Ethnicity (% ethnic minorities)
| Position in organisation | 2018 | 2022 |
| Firmwide | 10% | 12% |
| Investment professionals | 15% | 18% |
| Senior management | 4% | 8% |
| Partnership | 2% | 6% |
Gender pay gap - UK (% difference between men and women)
| Type of remuneration | 2018 | 2022 |
| Median pay gap | 18.2% | 12.3% |
| Median bonus gap | 23.1% | 16.1% |
Ethnicity pay gap - UK
Our UK ethnicity pay gap is in the range of -5% to +5%, which we do not consider a statistically significant gap.
Wider pay monitoring
Engagement rates for sexual orientation and trans-status are not yet high enough to provide a statistically valid pay gap outcome for reporting purposes and we will continue to keep this under review.