“We believe that well integrated, diverse teams deliver better outcomes. Our mission is to ensure that Insight continues to cultivate our culture of inclusion where people with different perspectives and backgrounds can thrive and collaborate.”
“We believe that well integrated, diverse teams deliver better outcomes. Our mission is to ensure that Insight continues to cultivate our culture of inclusion where people with different perspectives and backgrounds can thrive and collaborate.”
Insight’s mission statement emphasises the importance of our ability to attract and motivate the right employees. We are committed to ensuring that all of our people have the opportunity and support to succeed at Insight and believe this is integral to the delivery of outcomes for our clients and our business success.
We believe that:
An inclusive culture where individuals feel part of a team focused on shared strategic priorities. This creates an environment where teams will pull together to go the extra mile for clients when the need arises. For example, colleagues demonstrated commitment working together and putting in long hours when needed to support clients through the gilt market dislocation in 2022.
We promote collaboration across teams because collective contribution to client requirements and deadlines creates an environment that enables high standards of client service. We provide frameworks that encourage our team to recognise accountabilities and stakeholder priorities and we reinforce the varied sources of expertise they can depend on from across our business to support clients. This encourages client advocacy for our business.
Engaged colleagues foster a culture of personal responsibility, support for others and a willingness to learn from mistakes. In this environment, teams and individuals are confident to share their ideas and raise concerns knowing that their perspectives will be heard and valued. This encourages innovation, proactive problem solving and a culture where colleagues are comfortable to flag any risks or counterproductive behaviours they may encounter.
A culture of innovation and challenge in which colleagues are encouraged to improve upon their successes. This ultimately feeds through into new investment ideas and services which evolve our solutions for client needs. We encourage the team to pursue training and development opportunities and to stay abreast of new ideas and technology in the market. Encouraging diverse perspectives and original thinking ultimately leads to innovation for our clients.
82%
of colleagues believe Insight sets high standards of performance1
76%
of colleagues are proud to tell others they work for Insight1
77%
of colleagues would recommend Insight as a place to work1
86%
of colleagues agree that managers are good at promoting teamwork and collaboration1
Colleagues from groups representing different demographics have set up Affinity Groups which operate firm-wide to build community within the firm and shine a spotlight on ways we can further improve their employee experience.
Various members of the firm’s EMC have stepped forward to sponsor and advocate for these employee-led groups.
Supporting women at every stage of their career by providing opportunities for personal and professional development and raising awareness of the unique issues that female professionals face at different stages of their careers.
Ensuring that our culture is informed and inspired by the mix of people within our broader community.
Raising awareness of the challenges faced by employees with seen and unseen disabilities and helping leverage the talent of employees with diverse abilities by building an inclusive and accessible environment.
Promoting an environment where LGBT+ people are valued and can unlock their full passion and potential.
Providing a support network for employees who are veterans, reservists or supporters of the military family.
Raising awareness of issues that people might encounter in accessing and progressing through the workplace and creating opportunities for employees to get involved in community outreach.
Promoting a non-hierarchical culture where all generations can connect and learn from one another.
The Affinity Group initiative provides a leadership opportunity for individuals happy to put themselves forward as representatives of their respective groups. DEI training is also provided across our business in various formats including departmental sessions, articles and events including interactive webinars and external speakers such as Paralympian Stef Reid on leadership and broadcaster Samantha Baines on hearing loss.
In addition to our Affinity Groups, Insight colleagues can participate in the Employee Resource Groups operated by our parent, BNY, as part of its Belonging & Inclusion strategy.
Employees at Insight can take advantage of:
You can find a detailed list of the tailored benefits we offer for each region here.
Insight offers a hybrid working model to help our people find a better balance between their work and home lives. We believe that this model, which is comprised of three days working from the office and two days working from home, will support our efforts to be an inclusive organisation that can attract and retain diverse talent. In addition, our Insight Extended Remote Working Programme allows our people to work entirely remotely from home or another location for up to two weeks annually. For example, this could be time working from home during school holidays or as an extension to a family trip.
We offer a maternity coaching programme and family friendly policies to encourage and support our employees at all stages of their lives. The Women at Insight affinity group supports inclusion and encourages awareness of gender related issues.
We do not believe that any gender, race or group of any kind has a monopoly on the talent we need to succeed.
We work with recruitment agencies and our external partners to deliver balanced shortlists and then encourage managers to hire the best candidates. The interview process is carefully structured to ensure diverse panels and to minimise unconscious bias to ensure candidates are chosen on merit.
We challenge our recruitment partners to produce balanced shortlists to enable talented female candidates to join us at all levels of our business. This includes sponsoring recruitment events which aim to encourage women into asset management.
We also encourage a diverse mix of graduates to apply to our rotational programme.
Measuring a gender pay gap is not the same as measuring equal pay. The gender pay gap is a measure of the difference between the average earnings of men and women. Equal pay means being paid the same for the same or similar work.
Insight conducts ongoing and consistent reviews of pay levels across all comparable roles in the organisation to ensure men and women are paid equally for doing equivalent jobs with similar levels of experience and skill.
The UK government equalities office requires employers with 250 or more UK employees to publish information in respect of their gender pay gap. Our 2023 Gender Pay Gap report can be found here.
Our work with external partners helps us to address the societal inequities that can make it more challenging for talented people from disadvantaged backgrounds to break into our industry.
Insight is partnered with the Diversity Project – a cross-company initiative championing a more inclusive culture within our industry. The aim of the Diversity Project is to create a truly diverse and inclusive UK investment and savings industry. Insight signed up to work towards the project’s 10 standards and colleagues were invited to volunteer to join associated workstreams focusing on gender, LGBT+, early careers, ethnicity, social mobility, returners, SMART working, disability and mental health.
BNY is a signatory of the UK Treasury Women in Finance Charter which Insight embraces. Through this, we are committed to supporting the progression of women into senior roles by focusing on our executive and mid-level pipelines.
BNY is a member of the 30% Club, a campaign established in 2010 to boost the number of women in board seats and executive leadership all over the world. The Club’s goal is to deliver at least 30% female representation on company boards and executive committees. This aspiration informs Insight’s targets for female representation at senior levels of the firm. We additionally participate in the 30% Club’s cross company mentoring scheme where high potential female executives are mentored by senior executives from other firms, and senior executives from Insight mentor high potential women from other organisations. Through this we help strengthen the pipeline of senior women at both Insight and across industry.
People who identify as LGBT+ can face unique challenges when it comes to being themselves at work. Alongside BNY, one of the ways in which Insight supports LGBT+ colleagues is as a member of LGBT Great. We pride ourselves on being inclusive. Our view is that all colleagues should feel able to be open about all aspects of their lives while contributing to our high-performance culture, regardless of their identity.
Insight has adopted the voluntary CFA Institute Diversity, Equity and Inclusion Code for Investment Professionals in the United States and Canada. Signatories commit to six Principles related to talent pipeline, staff acquisition, promotion and retention, leadership, influence, and measurement.
An initiative promoting investment management to interested and diverse talent on behalf of the UK's largest investment companies.
Insight is a member of this not-for-profit research and innovation network which works with the investment industry on initiatives that support diversity, sustainability and organisational effectiveness.
Insight colleagues volunteer for this charity, which provides financial education to help transform the life chances of young people in the UK.
Insight hosts work experience students, from a range of universities for this initiative, which specialises in social mobility.
We work with this initiative through our graduate and internship programmes to identify candidates from under-represented groups.
