Diversity, Equity & Inclusion at Gresham House Diversity, Equity & Inclusion at Gresham House

Cultivating a culture of diversity, equity and inclusion to generate superior performance from our business

Cultivating a culture of diversity, equity and inclusion to generate superior performance from our business

At Gresham House we value the fact that each one of us is different.

 

We also understand that Diversity, Equity and Inclusion (DEI) are vital to creating and maintaining a successful workplace.

We are committed to leveraging our differences and embracing our diversity of thought and skills to achieve better results, better insights for our clients and to create an environment where everyone feels valued, respected and able to realise their full potential.

We are focused on making this a reality, through a commitment to change (where necessary) and tangible investment in policies, practices and initiatives that will embed enduring and sustained change that is not time-bound.

 

We are building a diverse and inclusive team and work environment, in order to attract – and retain – the very best individuals.

 

We want these individuals to fulfil their potential, and we aim to achieve this through the development and integration of inclusive and equitable practices within all relevant aspects of our work.

This will facilitate the execution of our business mission to deliver strong, consistent financial performance in alternative investments and to influence and support our clients and shareholders in achieving their long-term objectives.

Our DEI approach aims to create an inclusive work culture through key actions:

  • Building awareness across the organisation
  • Tackling unconscious bias
  • Instilling inclusive leadership in managerial practices
  • Supporting under-represented groups

A key tenet of Gresham House’s ‘GH25’ strategy is to become a leader in ESG and sustainable investing.

 

Our DEI strategy will support us to build a successful corporation with a workplace that is diverse, inclusive and equitable, to empower employees to reach their potential.

There can be many business benefits from DEI and these are well documented:

  • Improving decision-making and risk management, basing decisions on broader knowledge and experience, avoiding “groupthink”
  • Increased employee satisfaction and retention
  • Increased attraction for new talent and brand value
  • Increased ability to innovate and compete using diversity of thought
  • Meeting client demand and shareholder expectations
  • Better internal representation of external stakeholders
We believe our commitment to diversity, equity and inclusion, and making a positive change, can only come about through determined, meaningful and authentic action.

 

 

As part of this commitment, we  participated in the #10000BLACKINTERNS initiative, which offers Black students across the UK an opportunity to kick start a career in investment management and financial services. The internships are paid and last a minimum of six weeks. We were delighted to welcome three interns in our investment teams over summer 2021.

Read more about it here >>

 

We have also partnered with Leadership Through Sport & Business (LTSB), a social mobility charity that prepares and supports bright young people from disadvantaged backgrounds into meaningful roles in accounting and technology with major firms. They make sure those at risk of under-employment find careers equal to their ambition and ability and can contribute from their first day on the job.

Read more about it here >>

 

We have developed a clear policy where we are committed to equal opportunities and diversity in recruitment and employment.

We are determined to ensure that no applicant or employee receives less favourable treatment on the grounds of gender, age, disability, religion, belief, sexual orientation, marital status, or race, or is disadvantaged by conditions or requirements which cannot be shown to be justifiable.

 

READ OUR DEI POLICY

Our Diversity, Equity & Inclusion Committee

 

In mid-2021, we founded our first Diversity, Equity & Inclusion Committee.

Deliberately composed of a mixture of ages, genders, nationalities, seniorities and viewpoints, we meet each quarter to move the agenda forward and hold ourselves and the company to account. We are passionate about social mobility, understand that diversity in niche real asset investment is a challenge that we are well-positioned to influence,  and share the view than any person can – and should be able to – do any job, given the right tools and the right circumstances.

 

Liz Brown
Senior Associate, TradeRisks
Rob Carlow
Investment Director, Forestry
Bevan Duncan
Managing Director, Strategic Equity
Keisha-Ann Duodu
Institutional Sales Manager

 

Rebecca French
HR Manager
James Gilbert
Associate Director, Marketing
Derek Heffernan  
Fund Manager, Gresham House Ireland
Chloe Jacquet
Asset Manager

 

Cate Morgan
Sales Support Assistant
Ruth Murray
Associate Director, Sustainable Infrastructure
Jeston Na Nakhorn (Chair)
Chief of Staff
Louise Richards
HR Director

 

 

 

From our initial meetings, it became clear that we needed to lay out our plans in a formal strategy document, the DEI Strategy, to sit alongside our policy as an indicator of our objectives and as a way of holding ourselves to these objectives.

 

The purpose of our DEI strategy is to set out the internal behaviours and actions that should be implemented to improve diversity, equity and inclusion across the company in order to support our corporate objectives.

This will help us achieve our vision of effecting a sustainable cultural ambition across the whole organisation. It provides a shared direction and commitment for Gresham House so we can work together to recruit, retain, respect and value a successful workforce as well as supply chain, clients and shareholders, and build an inclusive workplace.

The effectiveness and achievement of our goals for DEI will be reviewed and reported on quarterly.

The report will be provided periodically to the Group Management Committee and, after review and approval, to the Gresham House Board.

 

READ OUR DEI STRATEGY

 

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