Home / About Redington / Diversity, Equity & Inclusion

An open culture with a thirst for knowledge drives innovation

While there are strong moral and social arguments for being a genuinely diverse, equitable and inclusive business, we believe the rationale goes further than being just the “right thing to do”.

Teams drawn from a wide range of backgrounds bring a range of new points of view to tackle complex problems and create innovative solutions.

For us, diversity is not just about recruiting individuals from a minority-represented group to meet a quota. It means recruiting people from genuinely different backgrounds, experiences and with a diverse range of skills, into an inclusive environment, and provided with opportunities so that equal outcomes can be achieved.

We believe this helps us serve our clients more effectively and gives us the edge on innovation.

It also helps us understand and engage with a much wider range of clients around the UK and beyond.

Commitment from the top

We work tirelessly to build a diverse, equitable and inclusive workplace—and we believe we serve our clients better because of it. We look to recruit from non-traditional sources, and are transparent about pay and promotion.

Inclusion Charter

Redington’s six-pillar Inclusion Charter guides our thinking around DEI. We encourage all employees to stand by these to ensure we’re continually striving for better as champions and role models with a shared purpose – driving change.

Getting recruitment right

We built our own talent acquisition capability after frustration at the lack of diversity in the candidates provided by external agencies. This ensures we get more candidates from under-represented groups and can build the best teams in-house.

Transparency makes a difference

We’re focused on driving transparency and removing bias in all our people practices. We have voluntarily reported our gender pay gap since 2018 and are actively collecting data to help us improve.

We’re not new to flexible working

Even before Covid-19, we facilitated flexible working because it helps attract and retain talented staff who can’t fit into the 9-to-5 office contraints. This helps us build brilliant, committed teams.

Help where it’s needed

We can’t do this on our own. Among others, we work with Investment 20/20 and Leadership Through Sport & Business to find talented, diverse candidates at the early stages of their careers as well as with specialist vendors for help reaching experienced talent.

Walking the walk with managers

We regularly speak with asset managers and other industry leaders regarding their goals and struggles for improving inclusion. We don’t have all the answers but if we work together as an industry we can get to them faster together.

Insights

Investment Edge – Spring 2024

Investment Edge – Spring 2024

Most Significant Votes (w/e 5th April 2024)

Most Significant Votes (w/e 5th April 2024)

The Defined Contrarian Q1 2024

The Defined Contrarian Q1 2024

Rethinking Tail Risk: Providing resilience over the intended lifespan of your fund

Rethinking Tail Risk: Providing resilience over the intended lifespan of your fund

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