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Our ongoing commitment to racial inclusion

Over the past 9 months, we’ve refocused our efforts on improving our racial inclusion across Quilter.

From establishing an employee network with over 60 active members sharing their stories celebrating our cultural diversity, to using data to understand the challenges encountered by colleagues, we have been actively listening, understanding and responding.

We’ve also implemented changes to the way that we recruit to ensure that we are attracting and recruiting more diverse candidates, through working with external third-parties, as well as changing some of our own processes.

For us, what’s important is long-term sustainable action to support colleagues of all races. Our aim is to actively address issues that our colleagues encounter to create a culture where everyone can thrive.

This week, to continue to our work in this area, Quilter CEO Paul Feeney has signed the Race at Work Charter  and the Open Letter – If not now, when?

Adding our voice to charters like this really helps emphasise our commitment to becoming an inclusive employer.

Speaking of our progress so far and the significance of signing the charters, Paul Feeney said:

“We’ve made some great strides in the past nine months. I have been humbled by my colleagues’ passion and honesty, and my commitment to making sure we create change remains unwavering. Signing both these charters is my way of ensuring we demonstrate our commitment to becoming a more inclusive employer. I want our business to be one in which diversity is celebrated and all our colleagues have the chance to truly thrive.

“I believe it’s important for us to be transparent about where we are today, and so in April, we’ll publish our Ethnicity Pay Gap as part of our 2020 Annual Report. To close this gap we need to create better diversity at our more senior levels, and we are committed to doing that. We already have a target for improving gender diversity amongst our senior population and now we’ve also set a target for ensuring at least 5% of our senior leaders are from Black, Asian or Ethnic Minority backgrounds by the end of 2023, thereby more than doubling existing representation.”