Reg No: 5759572

Insights

Insights...

By setting realistic goals and identifying clear and robust metrics to track progress and outcomes, we foster accountability and set the stage for transparent and impactful evaluation of what is working and where we need to evolve our approach. We ask our teams, “What do we want diversity, equity, and inclusion to help us achieve in terms of investment performance, client service, or business solutions?”

When setting meaningful metrics, the overarching consideration is that they must map progress toward achieving firm comprehensive, functional, or local office business or talent goals. Transparency regarding diversity data creates accountability and allows our firm and industry to measure progress. To that end, we conduct an annual review of quantitative diversity dashboard metrics with senior leadership and team managers, periodic reviews of qualitative talent engagement survey feedback, and an assessment of individual contributions as part of the performance appraisal process.

Our diversity dashboard metrics, as well as other GDEI reporting and metrics, support multiple objectives: deliberate recruiting and retention processes; prioritization of initiatives; resource allocation; development program planning; employee involvement; manager accountability; and more. We take the following steps to establish meaningful diversity and inclusion measures and metrics:

  • Define which diversity dimensions to monitor.
  • Review data policies, practices, and processes needed to retain confidential and personally identifiable information.
  • Establish baseline measures and set goals as progress measures.
  • Track and monitor firm, functional, and local office metrics.
  • Designate responsibility and accountability.
  • Cascade communication to increase awareness and transparency.
  • Our efforts are focused on four cardinals.

Insights

Our employees globally represent two or more underrepresented dimensions of Diversity, including gender, race/ ethnicity, disability status, veteran status, the baby boomer generation, and LGBTIQ+. With an understanding of this intersectionality profile, we can seek to make the most of our differences and incorporate them into our investment, business, and talent practices.

In 2021, we had a representation of 2% for veteran status, LGBTIQ+, or disability categories. Our employees have the opportunity to self-identify on an optional and voluntary basis. Due to various government restrictions, we do not collect or report data for specific global locations. As such, data may understate the degree to which these groups are represented within the firm. Spheres of Diversity – the diversity wheel – which include the organizational, acquired, inherent, and, most importantly, the uniqueness of individuals.

We consider Diversity through the lenses of representation, including the full range of human identities (body), cognitive (brain), and organization (role/location) differences and similarities. We strive to ensure equality in our talent and business policies and processes; equitable practices and programs that address unmet needs; inclusive leadership; and management approaches that recognize the intersectionality of every employee to enable a sense of belonging for everyone. Andrés Tapia, ESG and DE&I strategist at Korn Ferry, said, “Diversity is the mix. Inclusion is making the mix work.” We credit this insight as an illustration of our definition of Diversity and inclusion and expanded it to include equity. For us, “Diversity is the mix; equity is tailoring solutions; and inclusion is empowering the mix to perform together.” we have created a five-year GDEI strategy and action plan. Our global approach is driven by firm leaders, implemented by managers, enabled by human resources processes, supported by employees, and guided by the GDEI team.

We have set specific goals linked to talent, culture, community, and investment, customized for each functional area and local office to ensure global consistency and local relevance. Areas we have identified for improvement include the representation of female and BIPOC talent across the firm and within our investment areas.

Transparency will create accountability as we work toward these goals. To that end, we conduct annual accountability reviews with senior leadership that include quantitative diversity dashboard metrics; periodic reviews of qualitative talent engagement survey feedback; manager capability surveys; and assessments of individual contributions as part of the performance appraisal process. GDEI is core to who Ranieri Corp is. Cultivating a diverse workforce, customizing solutions to meet individual needs, and fostering an inclusive workplace are stated objectives of the firm.

One of the hallmarks of Ranieri Corp has been its ability to evolve and adapt continuously. We have a history of successfully navigating a shifting asset management landscape. A diverse workforce and inclusive culture support our mission of pursuing investment excellence over the long term. Bringing together people with different backgrounds and experiences enriches our thinking, deepens our insights into client needs and investment markets, and strengthens our teams and relationships. We are dedicated to attracting and retaining high-impact talent globally. We seek to build coalitions with various personal and demographic characteristics, such as age, gender, race, sexual orientation, ethnicity, veteran status, disability status, education, and communication style.

We must challenge conventional mindsets and approaches to accelerate progress toward our GDEI goals and develop richly diverse teams across all career levels. The industry is evolving, and each needs unique skills and an environment to flourish. Simply put, we must create a new pathway, reframe what leadership looks like, and push our apprenticeship model to redefine the current and future investment professional profile.
Diversity has always been an integral part of Wellington's campus and early-career strategy, and as the firm has grown, so needs to bring in top, diverse talent through our undergraduate, graduate, internship, and early-career programs.
We offer internship and co-op opportunities at the firm's undergraduate and graduate levels globally. Our US Diversity Undergraduate Internship Program is open to all undergraduate students but focuses on underrepresented groups in the investment management industry, including, but not limited to, females and BIPOC students. Ranieri Asset also offers a variety of multiyear, early-career programs for recent graduates, providing opportunities to gain industry skills through hands-on experience, coaching, and mentorship. Our early-career programs encompass global roles across the firm's functional platforms, including investment, client, and infrastructure.

Building New Path Ways: Our Campus & Early - Career

A key aspect of Ranieri Asset GDEI's commitment is to increase the diversity of our employees in leadership and high-impact roles across all functions and regions. In line with this goal, we have expanded our efforts to advance employees from underrepresented groups across all levels at our firm, maximizing their performance and impact on behalf of our clients. Our managers play a crucial role, working with employees to navigate the dual pursuit of achieving excellence for our clients and continuously learning and developing skills. Through setting goals, creating development plans, giving actionable feedback, reviewing progress, and discussing individual performance, managers focus on developing each employee's skills, performance, and potential on an ongoing basis. The relationship between managers and employees is complemented by our apprenticeship model, mentoring relationships, and more formal learning opportunities.

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Our apprenticeship model encourages learning and growth through coaching, on-the-job teaching, and participation in relevant internal meetings, working group or committee assignments, forums, and presentations. Employees can also participate in industry seminars and internal and external technical and professional training. We also focus on ensuring equity within our workforce by providing all talent opportunities to realize their full potential through stretch opportunities, internal and global mobility (almost 120 assignments globally since 2019), and promotion opportunities. We have robust processes to review our talent decisions, including decisions relating to our promotion and compensation processes, which provide regional, global, and cross-functional lenses to ensure consistency and fairness. Mindfulness resources – Ranieri Asset offers resources to support employee well-being, including a partnership with Calm.com to give employees access to Calmcom's suite of tools to help employees and their families meditate, relax, focus, and improve sleep. Volunteerism and community impact – All Ranieri Asset employees are provided with two business days during the year to volunteer their time in the communities where we live and work. In addition, Wellington's matching gift program supports community involvement and donations of employees to nonprofit organizations and educational institutions. In 2022, more than US$1,750,000 in employee contributions were matched by the firm and distributed to nonprofit and nongovernmental organizations worldwide for more information on community engagement. Other offerings include medical and dental benefits for employees, dependents, and domestic partners (where local regulations allow), retirement savings programs, tuition assistance, vacation/holiday policies, religious and cultural observances, wellness and lactation space, and employee discount programs.

Retaining Our Diverse Talent: Our Compensation And Benefit Programs

Ranieri Asset maintains compensation processes designed to reward excellence and align our interests with our clients. When determining compensation, we pay employees fairly and equitably based on their roles, responsibilities, skills, experience, performance, contributions, and impact. Compensation decisions also reflect the firm’s expectation that our top performers excel in their roles, exhibit personal integrity, act as fiduciaries, and be leaders in sustaining and perpetuating our culture. Our compensation processes are thorough, robust, methodical, and designed to ensure fairness relative to the external and internal environment. We recently engaged a globally recognized third-party firm to undertake an independent global pay equity study to support our internal processes and reviews. As a result of these processes and reviews, we are confident that gender and ethnicity are not factors that influence compensation outcomes at Ranieri Asset. Here are two external organizations that we partner with to promote gender and racial balance and pay equity: • Women in Finance Charter (UK) • Boston Women’s Workforce Council (US)

Our offerings are aligned to cultivate and maintain a diverse workforce. We offer benefits that consider the health and well-being of employees and their families and their varying cultures and backgrounds. This is reflected through our global benefits and support offerings. Family care – Employees can access various services and programs that support their traditional or contemporary family care needs, such as Paid Parental Leave, Paid Family Leave, Adoption Assistance, and Child and Elder Care. This includes same-sex partner benefits available to all Ranieri Asset employees (subject to local regulations). Leaves of absence – Various types of leaves of absence are offered to provide ample time away from work to support employees who experience life events such as a personal medical condition, the birth or adoption of a child, the need to care for an elderly parent or ill family member, and the fulfillment of military duty responsibilities. Flexible work opportunities – In 2021, Ranieri Asset, announced its vision and approach for our “Future of Work,” which will entail transitioning to a hybrid work environment where remote work and the office play a critical role. Our vision is a future where all employees are empowered to work flexibly to drive the best outcomes for our clients. As part of this process, our employees are encouraged to work remotely two days a week (e.g., with a 60%/40% weekly split between in-office and remote work) as a standard practice and will have flexible working hours. Employee support program – This program provides employees and their families with confidential access to licensed mental health counselors 24 hours a day, seven days a week.

We work to sustain an environment based on shared values, equity, and excellence and one that is supported by understanding and respecting each other's differences. We appreciate new perspectives and strive to avoid groupthink actively. For example, our investment teams meet each day to discuss a broad range of investment perspectives in our Morning Meetings. This collegial approach drives better solutions for our clients. All Ranieri Asset employees contribute to our diverse and inclusive culture by mitigating bias in investment, talent, and business decisions and demonstrating inclusive behaviors. We offer diversity education programs to all employees to enhance their knowledge about inclusive workplace practices. Our leaders and managers lead the way as allies, and you're senior mentors and sponsors. Our Business Network Leadership teams and GDEI Team further promote our culture.

Driving Awareness - Our Diversity Education

We are committed to realizing the promise of GDEI through continuous learning, self-reflection, and growth empowered by direct actions. The firm’s diversity education offers a variety of solutions on topics including, but not limited to: We take the following steps to establish meaningful diversity and inclusion measures and metrics:

Championing GDEI At Ranieri Asset

GDEI is not only an HR priority–  it is a firm wide strategic imperative. This means that in addition to our certified team of GDEI professionals and regional DEI committees, our senior leaders, from our CEO and her management team to leaders across functions and locations, are also accountable. They play a visible and vocal decision-making role to ensure that differences are valued as an asset and inclusion is core to the workplace culture.

Becoming Allies

With this initiative, we 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 people with disabilities. We aim to amplify Wellington’s efforts to become a place of inclusion, belonging, and equity. We aspire to balance our focus on equality and equity at Ranieri Asset and in our wider communities by: • Educating ourselves and others in our sphere of influence about structural barriers, systemic racism, and any other types of discrimination globally. • Engaging with the discomfort of discussing aspects of race, ethnicity, gender identity, sexual preference, favoritism, disrespect, bias, and inequity. • Enacting active ally behaviors creates an equitable and inclusive community and an environment of mutual respect and belonging.

Strong Voices And Leader-shipper Spectives

Ranieri Asset promotes internal and external voices through several channels, including leadership blogs, a Diverse Voices newsletter, and guest speakers on diversity, equity, and inclusion topics. These initiatives promote a learning culture that embraces self-reflection, social and societal awareness, a more profound understanding of differences, and actions for inclusion. There are venues and mediums for each voice to be heard. These are hosted and sponsored by the regional DEI committees, GDEI Team, business networks, platform leaders, heads offices, and Human Resources.

Our business networks

Our business networks and diversity working groups bring together people with different backgrounds and shared interests to collaborate on talent engagement, recruitment, development/education, and community outreach initiatives. They support diversity and inclusion and offer a global, cross-functional perspective that enables us to deliver our best to our clients. Each network has a firm partner as a business sponsor, and business network leader roles are considered a development channel for employees. As of year-end, over two-thirds of the firm is a member of at least one network.

Supplier diversity

We value diversity in every aspect of our business, including procurement, via our suppliers and trading partners. We are building a supply base that reflects our principles of inclusion by leveraging diverse suppliers as direct and indirect providers of goods and services to our firm. We strive for our supplier diversity efforts to foster competition and provide economic support for underserved communities. We are currently focusing on raising awareness throughout our firm regarding opportunities to increase our use of diverse suppliers, including leveraging our business networks to spread awareness. We collaborate with various suppliers owned by women, BIPOC, veterans, and leaders from the LGBTIQ+ and disabled communities. In addition, we committed to improving our support of suppliers owned by diverse individuals and the employees of those companies through the Corporate Call to Action coalition.

Driving Accountability

By setting realistic goals and identifying clear and robust metrics to track progress and outcomes, we foster accountability and set the stage for transparent and impactful evaluation of what is working and where we need to evolve our approach. We ask our teams, “What do we want diversity, equity, and inclusion to help us achieve in terms of investment performance, client service, or business solutions?” When setting meaningful metrics, the overarching consideration is that they must map progress toward achieving firm-wide, functional, or local office business or talent goals. We believe transparency regarding diversity data creates accountability and allows our firm and industry to measure progress. To that end, we conduct an annual review of quantitative diversity dashboard metrics with senior leadership and team managers, periodic reviews of qualitative talent engagement survey feedback, and an assessment of individual contributions as part of the performance appraisal process. Our diversity dashboard metrics and other GDEI reporting and metrics support multiple objectives: deliberate recruiting and retention processes; prioritization of initiatives; resource allocation; development program planning; employee involvement; manager accountability; and more. We take the following steps to establish meaningful diversity and inclusion measures and metrics:

Ranieri Assets is one of the world’s leading independent asset managers. We are primarily investors before anything else.

Contact Us

895 Don Mills Rd,
Suite 900,
Toronto, ON M3C 1W3

1313 N Market St,
Wilmington,
DE 19801, USA

Email: info@ranieriasset.com