Our commitment to the Women in Finance Charter
At Jupiter, we recognise the importance of embracing diversity and inclusion at the most fundamental level within our business.
We signed the Women in Finance Charter in 2017, setting ourselves an ambition of 30% Women in Senior Management. In 2020, we increased this to 40%, demonstrating our strong desire to drive change within our business and our industry more broadly.
Our target for meeting this goal was 2023, and despite significant focus & attention, we know that we have a long way to go.
As at June 2023, women made up 22.2% of our Senior Management. This population includes Executives, Heads of Department, and a number of our Lead Investment Managers. In previous years we have reported the percentage of women in positions denoted ExCo-1 – here we see an improvement year-on-year from 28.5% in June 2022 to 34.5% in June 2023.
Whilst we’re proud of the progress we’ve made in our ExCo-1 population, we know that Investment Management is an area that is both significant and underrepresented by women, within Jupiter and beyond, and which is not fully captured in the previous ExCo-1 definition. We want to be transparent about the shape of our business, so have made the decision to change our reporting methodology in this target year to be more reflective of where we stand.
Our target for meeting this goal was 2023, and despite significant focus & attention, we know that we have a long way to go.
As at June 2023, women made up 22.2% of our Senior Management. This population includes Executives, Heads of Department, and a number of our Lead Investment Managers. In previous years we have reported the percentage of women in positions denoted ExCo-1 – here we see an improvement year-on-year from 28.5% in June 2022 to 34.5% in June 2023.
Whilst we’re proud of the progress we’ve made in our ExCo-1 population, we know that Investment Management is an area that is both significant and underrepresented by women, within Jupiter and beyond, and which is not fully captured in the previous ExCo-1 definition. We want to be transparent about the shape of our business, so have made the decision to change our reporting methodology in this target year to be more reflective of where we stand.
2023 Target | Actual 30 June 2023 | Actual 30 June 2022 | |
---|---|---|---|
% of women in Senior Management
| >40% | 22% | 29% |
% of women on the Jupiter Board | >30% | 29% | 30% |
% of women on Executive Committee | >30% | 25% | 36% |
% of women employees | >40% | 37% | 37% |
Looking forward, we know that we have work to do, and we don’t expect progress to happen quickly given the challenges we face with senior recruitment into Investment roles. We know that to genuinely change the makeup of our business we need to invest in, nurture and retain our home-grown talent, and we’re constantly looking at ways we can better support women to thrive at Jupiter at all stages of their career.
In 2023, some of our initiatives have included:
- Launching pilot coaching & mentoring programmes for different cohorts of talent across our business
- Supporting two of our female analysts through the Diversity Project’s Pathway programme (one of whom has now been promoted to Investment Manager)
- Increasing our paid parental leave in international offices
- Enhancing the Jupiter benefits including paid support for women suffering from the symptoms of menopause & problem periods
- Adopting gender balanced short-lists across all roles on a comply or explain basis
Board & governance
At Jupiter, we are committed to maintaining high standards of corporate governance.