Community
for all

In support of our wider responsibility aims, our goal is to be an employer of choice and deliver Sustainable Wealth Creation for our clients.

We have a long-standing commitment to increasing diversity and inclusion in our business and acknowledge that we need to make further progress.

Mission

Our mission is to foster and promote a culture of inclusion that celebrates all forms of diversity, enabling our people to maximise their potential, whilst encouraging innovation and creativity so we can become an employer of choice, support our wider responsibility aims, and deliver the best holistic returns for our clients.

Mental health & wellbeing

"All things mental health and wellbeing"

Multi generation

“Our Multi Generation Network is all inclusive – whatever your age, we want to support you”

Race & ethnicity

“Celebrating diversity, empowering voices, bridging cultures and inspiring unity”

Families & returners

“Families and Returners: Making work work for everyone”

Gender

“Equality for success”

Allied

“Creating community and belonging for our LGBTQ+ colleagues and their allies”

Enable

“Embracing all abilities for a sustainable future”

Other support groups

Supporting a workplace that prioritises mental wellbeing.

The role of a Mental Health First Aider (MHFA) is to be a point of contact for an employee who is experiencing a mental health issue or emotional distress. This integration could range from having an initial conversion through to supporting the person to get appropriate help for someone who may be developing a mental health issue and requires supporting. We’re focused on providing ongoing training to our MHFA’s so that they can continue to provide support to colleagues in the workplace.

Creating an environment where employees feel confident enough to ask for support and adjustments at work.

FHL has signed the Menopause Workplace Pledge and is working towards Menopause Friendly Accreditation. The goal is to provide a supportive workplace where employees feel able to talk about their symptoms and seek reasonable workplace adjustments as they transition through the menopause. Women are a critical part of our workforce, but the gender imbalance, particularly in senior roles, remains. Normalising conversations around menopause in the workplace is an important step towards retaining and attracting senior women and helping women to progress their careers at FHL. We provide guidance for employees and line managers via workshops, our dedicated Menopause Information intranet page, the Menopause Toolkit, and the Menopause Support Group.

Breaking down the stigma around talking about men’s physical and mental health.

Federated Hermes celebrates Men’s Health Week annually during the second week of June and aims to heighten awareness of preventable health problems for males of all ages. Men’s Health Week helps to break down the stigma around talking about both physical and mental health issues, which can prevent men from seeking help when they need it. Through the work of its Men’s Health Champions, Federated Hermes offers its employees access to a range of resources, provided by the Men’s Health Forum, to assist them in finding support for any men’s health challenges they may be experiencing.

Gender diversity

We are committed to supporting a fair and ethical workplace for all our colleagues. We welcome the attention that the gender pay gap reporting regulations have given to gender and wider DEI agendas, and we will continue to report annually on our mean and median pay and bonus gaps.

In doing so, we will analyse the data to better understand the factors causing our pay gap, as well as what needs to be done to close it. For more information, including this year’s Gender Pay Report, please click here.

Women in Finance Charter

Federated Hermes Limited remains fully committed to supporting the Women in Finance Charter and its objective of attaining gender balance across all levels of financial services. 

We were pleased to see an uptick in our overall representation of women to 42 percent in 2022, following a decline in 2021 after the acquisition of two businesses. We also saw an increase in women at the senior level to 32 percent. Our Board numbers did fall to 25 percent in 2022, though this has subsequently increased to 40 percent following changes to our Board membership.

With these figures we remain on target to achieve 50 percent representation of women at the Board and overall as a firm. We also expect to achieve our 50 percent target for senior women but accept that this is currently more of a stretch compared to the other two metrics. We will continue to review this target, particularly, through 2023 to monitor progress and take necessary measures where possible to close in on the overall target.

Advocating D&I in the asset management industry

We are members of a number of networks and forums – including the Diversity Project, the 30% Club, InterInvest, and Business Disability Forum, City Hive, Change the Race Ratio, BITC (Business in the Community). We seek further opportunities to improve diversity and inclusion; working in this industry should be attractive and accessible for all.