Improving the visibility of LGBT+ in asset management

Six proactive members and allies of the LGBT+ community within the asset management industry discuss the work they are doing to promote inclusion and diversity within the sector.

Paula Moore, chief operating officer, Jupiter Asset Management

As an LGBT ally and senior sponsor of the Jupiter Pride Network, I believe such projects send a signal to those in the LGBT community that may be considering a career in our field they will receive a warm welcome, be able to bring their whole selves to work if they choose to join the investment industry and have a supportive network at their disposal.

In the 20 years I have worked in the industry we have made great strides in the area of diversity and inclusion, and I am confident we will see further significant progress in coming years.

Companies do not want to miss out on LGBT talent and hiring practices are likely to evolve to ensure diversity and inclusion become key pillars of any recruitment drive.

Our industry has also witnessed the creation of a growing number of in-house LGBT networks, and with their support, we should see more LGBT-inclusive policies in the workplace.

Tom Emery, group HR director, Brooks Macdonald

In previous roles I have been part of Pride networks and have seen how powerful they can be in promoting diversity and inclusion in the workplace.

I am now leading a number of initiatives across Brooks Macdonald to develop all aspects of LGBT+ equality and inclusion within our workplace.

I recently discussed my own story in our company newsletter, highlighting that even today in the UK, being LGBT+ can be lonely if you don’t feel included at work. This can stifle confidence and creativity, which can affect the success of a firm.

Organisations are making huge strides in supporting LGBT+ employees. Over the next five years I hope the industry – and society in general – will be a place where everyone, regardless of their background, ethnicity, gender, disability or sexuality, can be themselves, and have the opportunities and support to do whatever they choose.

Robyn Grew, group COO and general counsel, Man Group

At Man Group, I am chair of the Steering Committee for our DRIVE (diversity and inclusion) network, which includes regional working groups and several staff networks: one of these networks is [email protected], our LGBTQ+ network, of which I am the senior sponsor.

I also feature in the LGBT Great Role Models Project 1000 as part of their #hereiam campaign; LGBT Great does a fantastic job at raising the profile of the importance of diversity and inclusion within our industry.

We work hard to recruit and retain people who make a difference; having a diverse workforce means different perspectives and creativity of thinking, which is a necessity in today’s world.

During my time in the industry, I have seen a great change and, with continued work by terrific organisations, we can make a difference so that everyone can be themselves wherever they work.

Eoin Murray, head of investment, Hermes Investment Management

I am delighted to be part of the LGBT Great Role Models Project 1000 initiative and to be able to show my support for better diversity and inclusion across the investment industry, and particularly within the LGBT+ community.

It is absolutely essential for our industry to thrive by ensuring that everyone feels safe and welcome to bring their true selves to work.  

Not only is there a moral imperative for this, but there is also a commercial one too – what firm would choose to cut itself off from the entirety of workplace talent from which it can choose its employees? 

My ideal for our industry in five years’ time is that there would be no need for a group like LGBT Great to exist any longer, as diversity and inclusion will have been so fully embraced, uniformly accepted and applied everywhere.

Honor Solomon, head of retail, EMEA distribution, Legal & General Investment Management

Greater LGBT+ inclusion and diversity is important not only in the asset management sector, but across industries. I believe that a strong team is one in which every person can feel and act 100% their true self.

I have a number of friends and family in the LGBT+ community and have loved seeing them grow in confidence in their identity inside and out of work, particularly as their organisations have listened to their needs and subsequently shown them increasing support. 

We have a long way to go to reach our ultimate diversity goals and ambitions, but we are well on our way on that journey.

My hopes and dreams for five years' time are that we accelerate our journey to a place where "diversity and inclusion" isn't a concept that even needs to be discussed, debated and explained but instead a natural state that is automatically implemented.

Christian Zeitler, head of central Europe sales, Legg Mason

I joined the LGBT Great panel as I am a strong proponent of diversity and inclusion, something I have been interested in since I started working on the Legg Mason diversity council here a few years ago.

I am also a part of our employee resource group LEAD (LGBTQ Employees and Allies for Diversity).

My membership of both is because of my ethos and belief is that everyone, regardless of their sexual orientation, gender identity or gender expression, can be successful at Legg Mason.

The need for greater LGBT+ inclusion is important in order to create an environment where everybody likes to work as this will ultimately improve companies.

I hope to see many more initiatives in the industry to promote diversity in investment management.

It is important to overcome unconscious biases. Providing role models and promoting diversity can only help our industry, which is still dominated by stereotypes.