The FSC Women in Investment Management Charter (WIM Charter) builds on the FSC Guidance Note 38 – Improving Gender Balance in Investment Management Teams (GN38) and the gender diversity resource library which have been developed to provide members with practical tools and guidance to support greater gender balance within investment management teams.
Various research findings shows that women are underrepresented in investment management roles.
Women in Investment Management Charter
To help support greater gender balance in these roles, the FSC has launched the WIM Charter which introduces accountability and transparency mechanisms to enable organisations to achieve their desired, self-nominated, gender diversity target within their investment management teams. Signatories adopt the following four principles:
The framework for the WIM Charter is based on HM Treasury Women in Finance Charter (UK Charter), a pledge aimed at improving the gender balance across financial services in the United Kingdom. While the focus for the UK Charter is broader and is aimed at increasing gender balance in senior management, the WIM Charter is focused specifically on gender balance in investment management teams.
Eight WIM Charter Signatories
We are pleased to have eight members collectively managing more than $600 billion in assets under management sign this voluntary initiative to date:
Further details on the WIM Charter is included in FSC Guidance Note 38 – Improving Gender Balance in Investment Management Teams (GN38).
FSC Women in investment management charter
Through the FSC Women in Investment Management Charter we are providing industry leadership to ensure more women can secure careers in investment management teams – because today, the numbers are still low. See more below.
Gender Equality in Investment Management Webinar event
The FSC was pleased to co-host Gender Equality in Investment Management Webinar discussion with Mercer on the 12th of August.
Moderated by Michelle Lopez, Head of Australian Equities at Aberdeen Standard Investments and panellists, including:
shared great insights into the opportunities and challenges faced by the industry to help achieve greater gender balance in investment teams.
There was acknowledgment that this is a multifaceted issue, which is not just about encouraging more women to choose funds management as a career path, but also requires a focus on retention strategies to ensure talented people are not lost as personal and professional requirements change over the course of a person’s career (for example once family commitments arise and greater flexibility for working arrangements is commonly sought) as well as hiring strategies. In this context, it is helpful to look beyond years of experience and also focus on who will be the best fit for the team.
To hear more insights into this important topic, please watch the video below.