Investing in our people

Diversity is a subject very close to our hearts at Aberdeen, both as an employer and as an investor

We are committed to building and sustaining a diverse and inclusive workplace. As a global organisation with customers spanning a multitude of countries, cultures and professions, we view diversity as a valuable business asset. Our aim is to ensure that we provide our clients and wider stakeholders with the diversity of thought and creativity necessary to build long term value.

Aberdeen’s size of operations, locally and internationally, has changed dramatically since it was founded in 1983. But through multiple acquisitions and organic growth, our strong culture has prevailed.

it is important for us that the businesses in which we invest do not limit themselves in the way they recruit and how they develop their people, and this applies to our own business too.

Martin Gilbert – CEO

Investing in our people

Aberdeen’s size of operations, locally and internationally, has changed dramatically since it was founded in 1983. But through multiple acquisitions and organic growth, our strong culture has prevailed.

We are committed to recruiting and retaining talented and motivated individuals from the widest pool of talent, who put our clients and end-customers at the heart of our business.

Our Networks

Capability


Some disabilities are visible and others less so. This Network will focus on ensuring that the diverse abilities and skills of all of our colleagues are valued and appreciated.

The Capability network will take a proactive approach by supporting colleagues, if they wish, to take positive steps towards building and maintaining healthy lifestyles.

Unity


Having a diverse, multi-cultural workforce will enable us to provide our clients and wider stakeholders with the diversity of thought necessary to build long-term value.

The Unity network will help us to attract, engage and develop an ethnically and culturally inclusive workforce where people of all backgrounds can succeed. Currently, approximately 50% of colleagues in those locations where we can collect data have chosen to disclose their ethnicity on Workday

Liberty


Our goal is to create an open, positive environment where all colleagues feel valued and able to be themselves.

The Liberty network will provide a forum to raise awareness, seek allies and encourage our LGBT colleagues to become role models who will help us to create an inclusive environment for everyone.

Balance


Aberdeen is a proud signatory of the Women in Finance Charter.

The Balance network will assist Aberdeen in devising and driving initiatives focused on achieving gender balance across the divisions at all levels. It will provide leadership, innovation and enthusiasm to encourage and develop the full potential of women and men at Aberdeen.

Women in Finance Charter

Aberdeen Asset Management is proud to confirm that we are signatories of the Women in Finance Charter, pledging to reduce the gender pay-gap at senior management level and increase gender diversity. At Aberdeen we promote long-term careers. Our gender diversity programmes are therefore focused on increasing gender representation at all levels. Our aim is for 42 - 45% of our UK employees to be female by 2022. Within this, our goal is to increase female representation at senior management level to between 31 - 33%.

Whilst the Women in Finance Charter is a UK government-led initiative, in line with our commitment to achieving gender balance, we have also set a target of 47% of our global population to be female by 2022, with a variance factor of 2%.

The Diversity Project

Aberdeen Asset Management are proud to be among the founding members of The Diversity Project, which is aimed at solving poor levels of industry diversity once and for all.

Andrew Laing
Deputy CEO and Advisory Council member of the Diversity Project

The Diversity Project: Our vision is a truly diverse and inclusive UK investment and savings industry with the right talent to deliver the best possible results for our clients and to reflect the society we serve. We believe that recognisable and measurable progress can be achieved over the Project’s five year timeframe. We aim to achieve diversity across all dimensions, including gender, ethnicity, socio-economic background, LGBTI+, age and disability.  Metrics to assess progress will be published following an analysis of the industry’s existing position across these dimensions.

 

External partnerships

Globally we have forged partnerships with a wide variety of diversity and inclusion organisations and networks to ensure that we are actively participating and providing access to new ideas which support and encourage inclusion in the workplace.  These include:

Women in Finance Charter The Diversity Project 30% Club Women on Boards
the Financial Women’s Association in Singapore Business in the Community Stonewall Working Families
Carer Positive Scotland City Mental Health Alliance Scottish Association for Mental Health Social Mobility Foundation
Diversity & Inclusion in Asia Network      
  • Women in Finance Charter
  • The Diversity Project
  • 30% Club
  • Women on Boards
  • the Financial Women’s Association in Singapore
  • Business in the Community
  • Race for Opportunity
  • Stonewall
  • Working Families
  • Carer Positive Scotland
  • City Mental Health Alliance
  • Scottish Association for Mental Health
  • Social Mobility Foundation
  • Diversity & Inclusion in Asia Network

 

Globally our approach to diversity and inclusion falls under three pillars:

  • Workforce
  • Workplace
  • Marketplace
 

Workforce

Attract

Our goal is to attract a diverse workforce capable of responding to the diverse needs of our clients.  We actively encourage applications from a broad range of backgrounds and experience. We also have global equal opportunities and anti-harassment policies, clear grievance procedures and are committed to creating an inclusive environment in which all employees have the opportunity to develop to their full potential.

Develop

A strong talent pipeline is essential for the future success and growth of Aberdeen. Diverse teams, when managed well, make better business decisions.  Our key development programmes have been designed to build engagement, strengthen management and leadership capability, and provide our managers and leaders of the future with a strong understanding and awareness of the benefits of developing diverse teams.

Retain

At Aberdeen we invest for the long term - retention of our talent is therefore important to us.  We have a wide range of initiatives in place including mentoring programmes and parent coaching, some of which are global and others which are country specific.

Accessibility

At Aberdeen we also seek to create an accessible, inclusive environment which respects our differences.  We ensure that we provide the tools and support to enable everyone to contribute towards business performance productivity and profitability by removing any physical barriers and/or providing support where needed.

Workplace

Communication

Raising awareness and educating employees about the benefits of working in diverse teams is also essential if we are to create an inclusive, high performing, client focused environment.  We use many channels to do this including; regular updates highlighting diversity and inclusion issues in the workplace both internally and externally; use of our intranet to share information; and senior management updates from our CEO, Global Diversity & Inclusion Committee and senior leadership.

Marketplace

Sponsorship

Diversity is also an important consideration in our sponsorship strategy as we want to ensure we are aligned to events which promote a wide range of participants and viewers. For example, we are currently proud sponsors of both the Men’s and Ladies Scottish Open.