Diversity and inclusion

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Broad Diversity as a Driver of Meritocracy

Broad Diversity as a Driver of Meritocracy

Hear from Invesco leaders as they share their thoughts about the history of diversity, its relationship with meritocracy and its capacity to impact positively on organizations and their stakeholders.

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Invesco values diversity of thought

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.

What diversity means to Invesco

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:

  1. We are supportive of this initiative and will apply this to Invesco globally with the CEO and each SMD as the senior executives responsible and accountable for gender diversity and inclusion; 
  2. Globally, we’ve set a target for female representation of senior managers to be between 30% - 40% by 2020 (currently 26%); 
  3. We will conduct and share high-level diversity and inclusion activities that will aid our achievement of the target and support having greater diversity across the globe; and 
  4. Goals on gender diversity will be included for the CEO and the SMDs, as part of their overall performance goals, and to be in support of gender diversity and inclusion activities.  

Read Invesco's full diversity and aspiration in our 2018 Proxy

Q&A with Donna Zill, Product Manager, Municipal Strategies

Describe your role with Invesco

How did you first get interested in the asset management industry?
During my education at the University of FL in Economics & International Business, I explored several industries through internship programs and decided that asset management was the best fit for my skills and interests. I began my career as a Financial Advisor with Morgan Stanley (Smith Barney at the time) in FL.

What led you to choose asset management and working with Invesco?
After five years as a Financial Advisor, I took a leap of faith and relocated from FL to Chicago to join Invesco. During the interview process, I got the sense that Invesco was the type of firm that focused on developing young professionals. I thoroughly enjoyed my time on the sales desk – the drive to succeed from my manager, peers, and external partner was something I appreciated. 
 
How long have you been with the firm?
I joined Invesco seven years ago, in January 2012. 
 
What other roles have you held?
I was an Internal Sales Consultant in the Downers Grove office covering the Carolinas for five years reporting to Shaun Palmer.
 
What is your involvement with IWN, Cares or other programs/committees?
I am active within the IWN New York Chapter, IWN Membership Committee, and recently joined the Women's Bond Club of NY.

How did the IWN iMentor program help land your "dream job" in municipal strategies (munis)?
From the beginning of my tenure with the firm, my manager was active in discussing goals and long term opportunities to work toward while improving upon my sales and technical skills. He was very supportive and nominated me for the iMentor program. Once selected, I was partnered with Lisa Kueng, Director of Creative Campaigns (Consulting Group). Through my relationship with Lisa I was able to structure plans to achieve specific goals I had in mind. One of those goals was to work with the Muni Team.

Lisa encouraged me to seriously consider moving to New York. While the idea had crossed my mind in the past, it seemed more like a lofty aspiration than something I would do in the near future. The idea of working with the Municipal Bond team paired with living in New York made it clear that this was the perfect opportunity for me to start a new chapter.

While I was ready to pursue this next step, there wasn't an open position on the municipal team, so this is where I realized I would have to be patient. As I waited for something to become available, other opportunities came and went both in Chicago and locations of the firm. While I was happy with my current position, it had been five years and I was ready for a new challenge. Then in July 2016 the municipal team's Product Manager decided to leave the firm to pursue an outside opportunity and I jumped at the opportunity feeling well-prepared.
 
What do you love most about your job?
The best part about my job is I get to work with and learn from extremely talented people. After observing the muni team as a salesperson, I realized that they were not only well-respected by the market, but they were able to show their intelligence without making anyone feeling alienated. I felt strongly about their straightforward messaging and was having productive, well-received conversations with FAs. Now, in working directly with the team I have a deeper knowledge of the asset class and am developing new skills through hands on experience.

What would you tell a colleague about how the IWN helps strengthen Invesco's commitment to diversity (and especially gender diversity)?
IWN has created a community within Invesco that has brought significant growth and awareness to significant issues both women and minorities face within the financial services industry. This has nurtured an environment of acceptance and equal opportunity which promotes Invesco's commitment to this effort.

What would you tell someone considering a career at Invesco?
Working for one of the largest investment firms in the industry has been a positive experience, especially in comparison to previous employers where opportunities were limited or internal promotions were discouraged. I believe the ability to grow within the company helps to attract and retain talented individuals and I have always highly recommended Invesco.

What are some of your personal hobbies and interests outside your career?
Exploring NYC, trying new restaurants, spending time in Central Park with my dog, cooking, staying active, and traveling.

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.

Engage

  • Committing publicly to improving diversity, with an enhanced focus on women, at Invesco
  • Reviewing benefits and processes to support a diverse workforce
  • Supporting inclusive behaviors via training and leadership behaviors
  • Expanding the Invesco Women’s Network to offer development and networking programs across the globe
  • Continuing to listen to and respond to employees on diversity issues

Develop

  • Investing in Global Women In Leadership training programs
  • Providing opportunities dedicated specifically to support the career development, through the Invesco Women’s Network iMentor program
  • Promoting diversity of thought via our management programs to all levels of employees from individual contributors to executive leaders
  • Supporting strong talent management and development practices to assist all employees with their ongoing development

Attract

  • Ensuring a diverse mix of candidates are  reviewed for roles with a diverse interview panel
  • Striving to ensure that we attract talent from a broad range of sources and backgrounds
  • Partnering with "The Mom Project" and other firms to help us connect with professionals who have taken a career break
  • Committing to encourage more women into roles in our investment management teams and other functions that are predominately male via events and sponsorships
  • Enhancing our presence on social media with testimonials on why Invesco is a great place to work

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.

Lindsay Hudson and Anna Penn

 

Meet Lindsay Hudson and Anna Penn - Diversity and Inclusion Managers for EMEA and North America

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.

Read more

Celebrating LGBTQ Diversity

Meet the diverse employees of Invesco

Dan Billings
Communications and Marketing
Hong Kong, China

Natalie Bushman
Head of Total Rewards
Atlanta, GA, USA

Erwin Heenk
Institutional Marketing
Amsterdam, Netherlands

Jeremy Koziol
Senior Manager, Financial Planning and Analysis
Frankfurt, Germany

Matthew MacPhail
Supervisor, Client Administration
Charlottetown, Prince Edward Island, Canada

Rob Rigsby
Managing Director, Corporate Legal
Atlanta, GA, USA

Henning Stein
Head of Thought Leadership
Zurich, Switzerland