Inclusion and diversity
Our workplace culture is critical to our success as a leading global active asset manager. Inclusion and diversity (I&D) are key pillars of how we work. We foster inclusive behaviour to embrace diversity and empower people with talents to succeed as themselves. This is not only the right thing to do – it’s also how we add value for our clients, enhance our brand, grow and retain our business.
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Altruism, trust and respect are the basis of our approach
For us, diversity without inclusion and inclusion without diversity are not enough. Both are required and supported by a culture of altruism, trust and respect in order to maximise the collective intelligence of our organisation and to unlock the potential of all talent.
Creating an inclusive and diverse workplace
We are all defined by more than one characteristic, making us endlessly diverse. Applying an intersectional approach to addressing our diversity challenges is key to making sustainable progress.
data as of May 2021
Inclusion and diversity strategy
With our business strategy as our pole star, our I&D strategy focuses on three key pillars. For each of these pillars, we aim at nurturing a healthy workforce and looking at diversity from the perspectives of gender identity, disability, race and ethnicity, sexual orientation, age and social background. And because we are all defined by more than just one of those traits, we address our I&D challenges with an intersectional lens.
Our people
Everyone who works at Allianz Global Investors is responsible for behaving in accordance with our values and for co-creating our inclusive culture, as outlined in our I&D policy as well as in our anti-harassment and anti-discrimination policies. Our culture depends on everyone being part of it, both the minority and majority groups understanding they have a role to play, and all functions and colleagues taking responsibility for making it happen.
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We are stronger together
Our commitment to inclusion and diversity includes all dimensions of diversity – ethnicity, sexual orientation, gender identity, age, disability, thoughts, skills and backgrounds. Our different employees’ networks bring our colleagues together.
NEO
Allianz Pride
AZ Beyond
The initiatives we support
To be able to support initiatives that matter to us, we have created a multitude of local and global partnerships covering the broad range of I&D topics. Furthermore, we have underlined our commitment by signing the UK Government’s Women in Finance Charter and LGBTI UN Standards of Conduct for business.
About our 'Women in Finance Charter' commitment
“As a signatory to the Women in Finance Charter, we are committed to supporting the progression of women into senior roles in the financial services sector and to reporting publicly on the progress made against internal targets on gender equality.
Our ambition is to reach representation in global senior management positions of: 20% at Executive Committee level; 30% at International Management Group level; and 35% among the remaining Managing Directors by the end of 2021.
At the end of August 2021, we had 50% female representation at Executive Committee level, 25% at International Management Group level and 22,6% for the remaining Managing Directors.
While our female representation globally is moving in the right direction and we already have a 50/50 representation of male and female within our Executive Committee, unfortunately we are not on track to meet our Charter target by our deadline. Low turnover and hiring rates, coupled with still a limited number of females available in the pipeline and growing competition for female talent, are the main reasons why we believe we will not be able to meet our target by the end of 2021.
We believe that our Gender Equality Plan is a robust foundation for future success, and we are committed to continue to monitor progress against it to foster a truly inclusive and gender equal company culture. And because we are all defined by more than just one diversity trait, we are committed to address our gender equality challenges with an intersectional lens, looking at disability, race/ethnicity, gender identity and sexual orientation, age, and social background as well.“
