We work hard every day to create an a diverse and inclusive workplace for all Invesco employees around the globe. A workplace with diverse people and perspectives, where everyone feels equally valued, means that our employees bring their whole selves to work and that we use our collective experience to create better outcomes for clients.
Corporate Equality Index for second year in a row
have completed unconscious bias training
including two new groups added in 2021
Our commitment to diversity and inclusion (D&I) starts from the top. Our D&I Executive Committee is led by our CEO, with membership consisting of the full Invesco executive team, head of human resources, head of communications and the D&I Team. Additionally, Invesco leaders have annual performance goals that drive D&I priorities within their business units, as well as across the firm.
Each year we give employees the opportunity to shape our D&I efforts through our annual Inclusion Survey. Our 2021 survey showed an overall employee engagement score of 73 percent, in addition to 73 percent of employees expressing comfort in sharing differing opinions. These surveys are cut by gender, race, and the intersection of the two, and showed no meaningful discrepancies between population groups. We will continue to measure across these dimensions in 2022.
People
Increasing diversity and representation through recruitment and development
Client & community
Making progress in our industry and our communities
Purpose & priorities
Making diversity and inclusion integral to who we are and how we operate
Belonging
Ensuring an inclusive culture where all colleagues feel safe and supported
Invesco embraces diversity and inclusion and recognizes the importance of having a diverse supplier base. We strive to help diverse suppliers gain more by providing inclusive procurement practices and creating shared value. Our Supplier Diversity Program reflects our commitment to enhancing relationships with diverse suppliers.
Our program brings value to Invesco in a variety of ways, including by:
When we understand bias, we can address it and create a workplace culture where everyone feels valued and able to contribute at their best. Unconscious bias training is designed to help employees at every level recognize, understand and manage hidden biases that can lead to poor decision-making and undermine our diversity and inclusion initiatives and goals. Nearly all Invesco managers and employees have attended virtual workshops on unconscious bias training in 2020 and 2021. By the end of 2021, 89 percent of Invesco employees completed the training.
Invesco celebrates the unique experiences and perspectives of all our employees and recognizes that our differences help us deliver great outcomes for clients. Neurodiversity is an aspect of diversity that enhances our workplace as neurodiverse individuals have talents, perspectives and skills that can be distinctly beneficial in many ways.
We introduced Neurodiversity Champions training in 2021 to ensure we foster an environment of neuroinclusion, actively including all types of information processing, learning and communication styles. As a part of this training, we have partnered with Uptimize to train 40 employees across EMEA who will serve as Neurodiversity Champions with a deepened understanding of neurodiverse matters, allowing Invesco to become a more inclusive employer. We also launched a neurodiversity internship program in EMEA, which breaks down the traditional barriers to employment that autistic and other neurodivergent people face through the adoption of non-traditional interview processes and adjustments in the workplace. The program provides a six-month paid internship in our finance and compliance teams, allowing candidates to gain practical experience and insight into roles in the asset management industry. In 2021, we have placed one intern in the ETF team partnering with AS Mentoring and are working on another for this year in Europe.
Invesco supports a variety of Business Resource Groups (BRGs)—grassroots employee networks that represent the diversity of our employees. BRGs build partnerships and networks internally and drive a sense of belonging across the company. The Invesco Women’s Network continues to be our largest and most popular BRG with 18 chapters globally. In 2021 we launched two BRGs, which now include:
We invest in our BRGs with senior leadership support and funding, enabling BRGs to provide personal and professional enrichment opportunities for employees. In 2021 BRG events included the annual Invesco Women’s Network Global Town Hall, which centered on the theme of allyship; a co-sponsored event with the Invesco Women’s Network and Black Professionals Network to discuss new research titled Black Womenomics: Investing in the Underinvested; and a Rising Career Network Month focused on forming good habits, which featured external speakers, book club discussions and a fireside chat with Invesco executives.
We actively engage with external partners to inform our D&I strategy and drive our initiatives forward. For example, in 2021 Invesco co-hosted “Beyond Talk,” an industrywide conference with CalSTRS focused on accelerating racial and gender diversity and inclusion within the investment management industry. We also signed The Race at Work Charter, which calls for companies to take seven actions to ensure that ethnic minority employees are represented at all levels.
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