At Wellington, we apply the same mindset, due diligence, and direct action to GDEI as we do to serving clients and managing their assets.
At Wellington Management, we believe that a diverse workforce thrives in an equitable and inclusive culture.
Our unwavering commitment to global DEI is imperative; we are in a knowledge business focused on achieving investment excellence for our clients. We can only achieve that objective by hiring, developing, and retaining differentiated talent to collaborate for stronger business and investment outcomes.
GDEI strategy pillars
Talent
We seek to hire, develop, retain, and advance employees from underrepresented groups across all levels at our firm to build strong teams and a diverse workforce.
Culture
We work to sustain an environment based on shared values, equity, and excellence and one that is supported by mentor relationships, global mobility assignments, business networks, and manager/employee engagement.
Community
We tap into the power of community and collective action through external partnerships, including our commitment to educational organizations supported by the Wellington Foundation.
Investment
We leverage our reputation and resources to drive change, through the partners we choose (industry coalitions, suppliers), the opportunities we create through Wellington Access Ventures (WAV), and sustainable investing (ESG).
GDEI champions
Access Asia
Access Asia
Access Asia embraces the rich cultural diversity within Asia and highlights the region’s growing cultural impact within our firm and with our clients.
Becoming Allies
Becoming Allies
In this initiative, we at Wellington learn how to become better allies to underrepresented colleagues, including those individuals from racially and ethnically diverse backgrounds, those from varying socioeconomic circumstances, those with varying sexual orientation/gender identity, and those with disabilities.
Conexiones
Conexiones
Conexiones facilitates company-wide connections among employees with a background or interest in Hispanic and Latinx cultures, offering a forum for strengthening employees’ personal and professional networks within the firm.
disAbilities Awareness Network
disAbilities Awareness Network
The disAbilities Awareness Network works to strengthen the firm’s competitive advantage by providing awareness and support for those impacted by a disability, whether they be disabled themselves or are a caregiver of a disabled person.
Four Seas
Four Seas
Founded to connect employees with a background or interest in Chinese culture, Four Seas provides a platform for networking, cultural exchanges, career development, and knowledge sharing of Chinese culture and markets.
Inclusion and Cultural Awareness Network
Inclusion and Cultural Awareness Network
The Inclusion and Cultural Awareness Network raises awareness of underrepresented talent and supports the firm’s initiatives to bolster a work environment that is inclusive by ethnicity, age, socioeconomic background, religion, sexual orientation, gender identity, neurodiversity, and disability, among other characteristics.
NextGen
NextGen
Our mission is to create a platform for the firm’s early- to mid-career professionals to learn, develop, and connect in order to advocate for change. We aim to foster a diverse and inclusive network that evolves alongside the careers of our members. NextGeneration (NextGen) is open to all employees who feel that they can benefit from the platform and our network of peer-colleagues.
Pride+
Pride+
Pride+ elevates the firm’s LGBTQIA+ community and allies through education, collaboration, and networking. Through an intersectional lens, the business network offers opportunities for personal and professional development to its members and allies across the firm. Pride+ is also a resource for the Wellington community, our clients, and beyond sharing best practices and partnering to create impactful LGBTQIA+ focused programming.
South Asians Leading Together
South Asians Leading Together
SALT strives to amplify the voices of Wellington’s South Asian community, to help foster professional growth and to positively contribute to our firm’s mission. SALT provides a platform to celebrate our cultural heritage and to foster a strong sense of belonging for Wellington's South Asian community.
Shades
Shades
Shades provides employees who have experience of, or interest in, the African diaspora with the opportunity to connect. Key goals of Shades include supporting efforts to attract, develop, and engage employees of African descent.
Upstanders
Upstanders
Upstanders is a grassroots initiative that engages partners and managing directors in the firm’s GDEI efforts. Upstanders commits to enhancing the engagement of diverse colleagues across the firm through sponsorship, mentorship, and networking. The ultimate objective of the group is to promote the development, retention, and advancement of diverse talent across the organization.
Wellington Parents Group
Wellington Parents Group
Recognizing the intersectionality of caregivers across the firm, the Wellington Parents Group partners with other business networks to foster an inclusive vision of family and to provide training and advocacy for caregivers navigating the challenges and complexities of balancing work and life.
Wellington Veterans
Wellington Veterans
Wellington Veterans enhances our efforts to attract, develop, and retain veterans of the armed forces. It hosts networking events, guest speakers, and service days with local veterans’ groups, and advocates increased hiring efforts focused on veterans.
Women's Business Alliance
Women's Business Alliance
WBA fosters an environment where our exceptional talent collaborates to create equal opportunities, a strong meritocracy, and a belief that the system is fair.
Fostering an environment where you are encouraged to share your diverse perspective and feel heard, supported, and valued is foundational to our four pillars of talent, culture, community, and investment.
Through the years, I’ve benefitted immensely from the conversations and support from my mentors at Wellington. They have guided me into becoming a better investor and also have helped me to develop my voice within the Wellington community.
Of course diversity is critical to our future success but in my mind, the key to unlocking the benefits of all the diverse backgrounds we have at the firm is creating and sustaining an inclusive environment in which all of these perspectives can be shared, are truly welcomed and can then impact our clients and the firm.
The work of the Upstanders initiative pushes us to ensure we’re creating an inclusive environment in which all the different voices across Wellington are heard and that the individuals associated with those voices can be their authentic selves.
The complexities of financial markets require a global investment approach. Diverse and inclusive investment teams with a global mindset are able to better navigate complex and often volatile financial markets, drawing on each investment team member’s unique and differentiated perspective. In my view, this yields to better risk-adjusted investment outcomes. What makes Wellington Management stands out amongst its peers, is our ability to work with diverse and inclusive investment teams across asset classes in the best interests of our clients.
Collaboration is at the heart of Wellington’s culture and success. Being able to come to a respectful workplace and bringing your whole self to work enables us to share and challenge diverse perspectives. I think this is the key ingredient to the “secret sauce” that allows us to continually deliver excellence for our clients. The firm and its senior leaders understand the significance of showing visible support. Wellington’s involvement in Pink Friday highlights the firm’s commitment in fostering a safe and supportive work environment.
Upstanders: Our True North comes from helping our diverse talent achieve their full career potential. Upstander mentors are constantly looking for ways to support and connect with colleagues from a broad range of backgrounds in our daily work. Advocating for our colleagues is part of our commitment to advancing Wellington's talent agenda.
DE&I is ingrained at all levels within Wellingtons special culture. The collegial and collaborative environment within Wellington is what stands us apart from our competitors. As a proud member of the DisAbility Awareness Network, I am fortunate to witness the amazing level of care, engagement and support the network provides to colleagues around the globe, while raising visibility and also driving awareness and inclusivity.
Through my role as treasurer within the disAbilities network and as a co-chair in the Finance department’s DE&I subcommittee, I have learned that the best way to serve our clients has to involve a dynamic and intentional effort to consistently improve diversity and inclusion at the firm. In order to compete in this industry, we must continue developing our underrepresented talent that have already proven their value to the success of our business. Our clients are diverse in their professional, personal and investment needs, and Wellington places a heavy responsibility on leadership to cultivate a culture that attracts and develops the eclectic talent required to match our client demands, all while fostering an environment that allows for each individual employee to find success.
100 Women In Finance
A global association of more than 10,000 professional women making a difference in both the industry and their communities through educational programming, professional leverage initiatives, and philanthropy.
30% Club (Japan)
A global campaign led by chairs and CEOs taking action to increase gender diversity at board and senior management levels.
Black Opportunity Fund (Canada)
A dynamic partnership between businesses, philanthropists, foundations, and the Black community to combat the impact of anti-Black racism in Canada.
Boston Women’s Workforce Council
Leading a unique public-private partnership between the Mayor's Office and Greater Boston employers dedicated to eliminating gender and racial wage gaps.
CEO Action for Diversity & InclusionTM
The largest CEO-driven business commitment to advance diversity and inclusion within the workplace.
CFA Institute’s Driving Change Initiative: Diversity and Inclusion in Investment Management
This project was initiated to better understand how to design, promote, and successfully implement strong diversity and inclusion practices and policies in the investment management industry.
Defined Contribution Institutional Investment Association (DCIIA)
An advisory group of C-suite diversity executives seeking to share their knowledge and expertise to identify opportunities to raise the visibility of these issues industry-wide.
Diversity in Action
The ILPA Diversity in Action (DIA) initiative brings together limited partners and general partners who share a commitment to advancing diversity, equity, and inclusion in the private equity industry.
FourBlock
A nonprofit organization dedicated to supporting returning service members in their transition from military service to meaningful civilian careers.
Investment Diversity Advisory Council (IDAC)
An independent operating forum for investment organizations to share best practices and document progress on diversity, equity, and inclusion in the asset management industry.
Insurance Women's Investment Network (IWIN)
A forum for experienced female professionals focused on the investment of insurance general account assets. Our mission is to foster relationships among members and enhance their impact and contribution to the insurance industry.
LGBT Great - UK
A global investment industry organization working to develop all aspects of LGBT+ equality and inclusion within the workplace.
Massachusetts Competitive Partnership (MACP)
To promote job stabilization and growth across the full spectrum of business, and within all geographic regions of the Commonwealth.
National Association of Securities Professionals
The premier organization assisting people of color and women in achieving inclusion in the financial services industry.
The Diversity Project (UK)
A cross-company initiative championing a truly diverse, equitable, and inclusive UK investment and savings industry.
Women in Finance Charter – UK
The Women in Finance Charter asks financial services firms to commit to implement four key industry actions.
Black British Business Awards
The Black British Business Awards, along with the support of our partners, campaigns for the equitable representation and inclusion of Black people at decision-making levels of businesses in the UK.
Girl Scouts USA
Girl Scouts of the USA (GSUSA) launched the Fair Play, Equal Pay™, a new gender parity initiative that will engage businesses to take action now to help build a more equitable future for girls. In 2022 Jean Hynes signed this pledge.
Management Leadership for Tomorrow (MLT)
For the last 20 years, MLT has supported employers in their journey toward racial equity by providing talent, recruitment, retention, and overall DEI strategy assistance.
The Leaders Consortium
The Leadership Consortium helps best-in-class organizations create the conditions for more and varied leaders to thrive. Since 2018 TLC has been delivering custom advisory work, executive coaching, and an innovative leadership accelerator program called the TLC Leaders Program.
The Partnership Inc
The Partnership, Inc. works with organizations in all sectors to build racially and ethnically diverse leadership pipelines. For nearly 30 years, we have partnered with successful enterprises to meet their unique talent needs.
Wellington Management International Ltd (WMIL) is a signatory to HM Treasury’s Women in Finance Charter, with a public commitment to improve gender balance within our organisation. As part of our commitment, WMIL has pledged to enhance our support for the progression of women into senior roles, to set goals that are designed to promote greater gender balance and to report our progress toward these goals.
When we signed up to the Charter in 2018, we had 14% female representation in senior management. As of September 2024 we have 25% female representation in senior management. We believe we are on track to meet our Charter goal of 28-33% by our deadline of December 2025 across our EMEA offices.
We also have a goal to achieve 40-45% women on board/executive decision-making bodies. Our starting position in 2018 was 27%; this year we report 37% and are on track to meet this goal by December 2025.
We are pleased to report that since publicly communicating these goals in March of 2018, we have made progress in both areas. We have expanded and intensified our gender-related initiatives and are starting to see evidence of impact across our female population and, importantly, at senior levels.
Past results are not necessarily indicative of future results and an investment can lose value. Funds returns are shown net of fees. Source: Wellington Management
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