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Harnessing BNY Mellon’s employee resource groups
As an investment boutique of BNY Mellon, we are able to offer all our employees access to a wide range of global employee networks formed around shared characteristics such as race, ethnicity, gender, generation, disability, military service and sexual orientation. These groups offer opportunities for personal development, skill-building and networking outside employees’ daily responsibilities.

Addressing the gender pay gap
Our gender pay gap report has helped us understand more about the gender-specific challenges we face, namely that we have more men than women in senior roles. As signatories to the UK HM Treasury’s Women in Finance Charter, we are committed not only to ensuring we attract more talented female professionals to our industry, but also to making sure that they stay in our industry and maximise their career opportunities. Bringing about such balance will take time, and the initiatives we discuss here will help to do this.

We recognise gender is certainly not the only type of diversity which we need to focus on, and we are currently exploring how we can better measure other forms of diversity within our workforce and ensure we are fostering an environment which is truly diverse.

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Industry collaboration and speaking up
We recognise gender is certainly not the only type of diversity which we need to focus on, and we are currently exploring how we can better measure other forms of diversity within our workforce and ensure we are fostering an environment which is truly diverse.
  • Initiated by our CEO Hanneke Smits, we have been leading a collaborative initiative with our peers which is looking to address one of the key challenges for the asset management industry in building a diverse workforce, namely the loss of performance continuity through a leave of absence. With the industry so focused on ‘star’ portfolio managers and performance track records, there can be challenges for individuals taking time out from their role to bring up children or care for family members. We look forward to sharing our findings and recommendations with a broader audience shortly.
  • We are founding members of the 30% Club, a global initiative to promote more women on boards.
  • Our responsible investment team seeks to engage with our investee companies on diversity, and where necessary use our votes at annual general meetings to push for change.
  • Our CEO Hanneke Smits is also a founder of Level 20, an initiative which aims to encourage diversity in private equity. In addition, Hanneke is the chair of Impetus, a non-profit organization supporting more than 20 UK-based charities which aim to transform the lives of disadvantaged 11-24 year olds by providing them with the tools they need to succeed in work, school and life.

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