Our employees’ beliefs about the firm position us well ahead of some of the world’s highest performing organizations when it comes to the issues most important to them, such as:
One of our key attributes—diversity of thought—translates to a collaborative decision-making style. At Invesco, employees feel valued, appreciated and respected for their unique contributions to our clients and to the firm overall.
Our aspiration is for our workforce to continually reflect the diversity of people and perspectives in today’s evolving society, which we believe is fundamental to our efforts to help our clients and employees get more out of life.
Our business success relies on engaging a highly diverse team of people across the globe who are client-focused, think differently and draw on a range of backgrounds and experiences to contribute their unique perspective. Ensuring a broad range of different experiences and backgrounds helps us create the diversity of thought needed to deliver a compelling investment experience for clients and ensure an engaging work environment for our people. This approach is a core attribute of our firm’s culture, which actively encourages our people to collaborate to find the best ideas and solutions for clients, leveraging the tremendous diversity of thought that exists across our global organization.
At Invesco, we’re committed to improving diversity of all types, at all levels, and in all functions across our global business. All diversity is important, however, as diversity is very country and culturally specific, at an enterprise level we have an enhanced focus on gender diversity. Today we have a diverse, talented pool of women across our global firm, but we aspire to have more women at senior levels and across all functions.
The CEO and Senior Managing Directors (SMDs) of Invesco, the most senior leaders for key parts of our business, have adopted several principles for achieving our gender diversity targets. To demonstrate our commitment to senior-level accountability globally, the firm has adopted a four-point pledge. Specifically, the CEO and SMDs have pledged that:
To meet our aspirations, we have implemented a variety of initiatives focused on engaging and developing the diverse individuals who work for Invesco as well as continuing to attract additional diverse talent. These initiatives include programs focused on developing the next generation of leaders, training efforts intended to enhance our inclusive culture and more robust recruitment practices.
All of these efforts are sponsored by the Senior Managing Directors and incorporated into the firm’s business plans and leadership objectives.
The Invesco Women’s Network (IWN) was founded in 2010 in order to create opportunities and forums for the development, networking and engagement of Invesco women. Its goal is to further enhance the company’s ability to attract, retain, develop and advance women at all levels and across all functions.
IWN has grown to include 18 chapters across the globe.
Leveraging the global perspectives, backgrounds, and experiences of our people is one of the core attributes of our company’s culture. We are continually pursuing a workforce that reflects the diversity of people and thought that we see in today’s evolving society, and we believe that focusing on these areas is a fundamental part of how we help clients and employees get more out of life.
We have many initiatives underway to support our goal of building a truly diverse workforce and an inclusive culture – but change of this nature takes time. One of our key actions was to appoint dedicated Diversity and Inclusion managers in each region. Lindsay Hudson has stepped into the role for EMEA, and Anna Penn joins us to support North America.
Together, they will lead diversity and inclusion engagement for the company, ensuring greater global alignment and adoption of best practices.