Gender

We are committed to achieving a greater gender balance across our businesses and regions. Our goal is for our talent pool to reflect the full diversity of the communities we serve.

We have set the following targets for gender diversity to reach by December 2023:

• 45% women in our workforce
• 35% women in senior management roles
• 40% women on the FHL Board

A note on the numbers: these numbers represent all employees in our global workforce. Senior management roles are those employees who are at Director level and above.

When we first signed up to the Women in Finance Charter in 2017, we had the following female representation: 

• 36.2% women in our workforce
• 25.7% women in senior management
• 27% women on the FHL Board

As of July 2023, we have made progress on the overall workforce and senior management female representation.  In the past year, we have seen a reduction in the FIL Holdings (UK) Limited (“FHL”) Board female representation due to a resignation. An exercise to identify an appropriate successor is underway.

We have the following female representation as of July 2023:

• 45% women in our workforce
• 34.4% women in senior management
• 33% women on the FHL Board

The representation of women in senior management has increased by 8.7 percentage points since 2017.

We are on track to meet the target of 45% women in our workforce and 35% women in senior management by December 2023. We have a goal to achieve our Board target by December 2023.

Fidelity has a firmwide gender balance strand led by two Executive Sponsors, which sets the focus areas for our efforts to achieve greater gender balance across our businesses and regions. 

In recent years we’ve driven change by

1. Launching inclusive family-friendly policies such as

• Equalised paid parental leave for mothers/ primary carers and fathers/ secondary carers.
• 5 days’ paid leave per calendar year for each employee to care for their family members in planned or unforeseen circumstances.
• Dynamic working where we aim to be a truly flexible employer that supports our people, clients and businesses. 

2. Launching inclusive guides and policies such as the Employee & Manager Menopause Guide and the Gender Expression, Identity and Expression policy. 

3. Global Gender Balance Network - growing the network to:

• showcase female role models and male allies
• provide networking and peer support opportunities
• amplify the voice of women across the business.  

4. Focusing on investment management by building a pipeline of female talent to move into leadership positions, hiring returners and increasing gender balance and opportunities through the Hit Refresh initiative. 

5. Empowering women to take control of their financial futures with our global Women & Money campaign. 
The actions we’ve taken in the past year to drive this progress include:

• Analysis of the gender balance on key-decision making Boards and Committees with senior leaders driving the change.
• Implementation of an Inclusive Recruitment action plan, following an external audit.
• Introduction of the Talent Marketplace, a global digital platform which matches colleagues with development opportunities and mentors based on their skills, experiences and career goals.

We’re determined to continue to improve the gender balance across all Fidelity businesses and regions, so we can build better futures for our clients and employees. 

We have set three firmwide priorities for our Diversity and Inclusion Strategy, which will enable us to make further progress on our Women in Finance Charter targets and on broader gender equality:

• A culture of inclusion where everyone feels they belong and can thrive.
• A workforce that reflects the full diversity of the clients we serve and communities where we work.
• A reputation with all our stakeholders and markets as a diverse and inclusive company.

Fidelity’s Diversity and Inclusion efforts have the highest level of executive support and sponsorship. The responsible executive to HM Treasury Women in Finance Charter is Malcolm Palmer, Chief Operating Officer, Fidelity International. 

The Diversity, Equity and Inclusion Committee shapes our Diversity and Inclusion Strategy and holds the company to account for progress against our goals and targets. It is made up of senior executives who represent all Fidelity businesses and regions, and who share a passion for strengthening Diversity and Inclusion.