The purpose of having a strong Diversity, Equity & Inclusion (“DEI”) programme (which we have called Drive) at Man Group has always been to ensure that we are attracting and elevating the best talent possible. This commitment
is reflected in two of our six business principles: excellence and meritocracy.

Finding excellent minds requires casting the net wide, looking beyond the usual and ensuring we are attracting talent from different backgrounds to ensure broad perspectives. This matters because that challenge those diverse perspectives will bring leads us to better results for our clients and shareholders.

There is no ‘typical’ person that succeeds at Man Group. We are committed to finding the best person for each and every role at our firm. As a tech-driven, alternative investment firm, we have always taken pride in our edge, or our ‘quirkiness’; and we celebrate that, firmly believing that difference is our differentiator.

We also remain committed to meritocracy, providing an inclusive, collaborative and dynamic work environment where high performers can thrive, becoming the very best they can be.

Much has stood out for me this year
in our Drive programme as we have continued to focus on the pillars of inclusion, recognition and community. We have made strides with our ‘Paving the Way’ initiative, going into schools and youth clubs to meet young people, to listen and to let them know about careers in Finance. We have also worked with our charity partners, providing interview skills and CV workshops, and running our career talks and bespoke programmes.

As well as our various programmes to expand the pipeline of candidates entering the industry, we have continued to welcome experienced talent to work with us at Man Group — from the world of finance and beyond. And we’ve also worked hard at ensuring Man Group is a great place to work, investing in our people so that once through the door they can grow, develop and achieve their potential.

As an organisation we continue to benefit from the diversity of thought and broad spectrum of talent that we have been able to attract. Our culture of excellence and meritocracy underpin everything about our Drive programme and I am excited to see this continue.

Our Drive programme aligns with Man Group’s corporate principles and our broader Corporate Sustainability programme, including our volunteering programme (ManKind) and our Wellbeing Programme. Led by our Executive Committee and our Drive Steering Committee, our networks, workstreams and regional working groups commit to bringing our strategic pillars to life through events, education and philanthropy.

We remain committed to our grass-roots approach, listening to our people and ensuring we receive and respond to their feedback.

We continue to work with others across the industry and our charity partners. We are members of the Diversity and Inclusion Working Group for the Alternative Investment Management Association and the Investment Association’s Culture and Inclusion group. We remain members of the Diversity Project and are committed to working across the industry, knowing that when we work together, we will have more impact and will travel further, faster.

We know our Drive programme and our culture are differentiators for Man Group and we share our progress as part of our efforts to attract and retain the best talent into our firm and the industry. We hold ourselves accountable to continuous improvement and are committed to being an employer of choice.

Our 2024 gender pay figures demonstrate positive strides in several key areas. Notably, our mean hourly pay gap has decreased by 1.6%, and we have seen a 3.1% increase in women receiving bonus pay compared to last year. These improvements highlight the impact of our initiatives to support female talent and ensure equitable opportunities. Additionally, female representation in the top two hourly pay quartiles has increased, with a 0.8% rise in the upper quartile and a more significant 5.9% gain in the upper middle quartile. These advancements reflect our concerted efforts to improve the pipeline of highly talented women who are moving into higher-paid, senior roles.

However, challenges remain as both our median hourly and bonus pay gaps have seen slight increases. The underrepresentation of women in ‘front office’ (sales and investment) roles in particular, continues to drive these disparities. This is a persistent issue across the investment management industry, and ‘the representation gap’ is something that we remain resolute in addressing.

To close the gap, we are focused on developing talent through targeted initiatives. This includes coaching, mentoring, and partnerships designed to attract and support women into senior roles across the firm with a particular focus on the front office. This commitment is evidenced by achieving 35% female representation in senior management by December 2024 and complemented through maintaining gender balance on our Board.

While we have made clear progress, we recognise that achieving true gender balance requires sustained effort, and we remain unwavering in our commitment to this goal.

Robyn Grew listed in:

• Financial News’ 100 Most Influential Women in European Finance
• Forbes’ annual 50 over 50 list
• Fortune LGBTQ+ Leaders

Recognition:

• Anji Kang-Stewart and Robyn Grew recognised on Involve’s Empower Role Model Lists 2024
• Eric Burl featured on Involve’s Heroes Advocates Role Model List 2024
• Stuart Quinnell featured on LGBT Great’s 30 Under 30 Role Models & Allies List
• Faisal Javaid won Diversity Project Ambassador Award 2024
• Forbes 2024 World’s Top Companies for Women Achieved ‘Excelling’ in MindForward Alliance Thriving at Work Assessment

Awards:

• Investment Week’s Women In Investment Awards: Contribution to Gender Diversity & Inclusion
• ThamesReach Corporate Volunteering Team of the Year