“At Man Group, we believe in diversity because it is the right thing to do, because it makes us a better place to work and it makes us a better business.” Luke Ellis, Chief Executive Officer, Man Group

“It is our responsibility to take action and address diversity in all its forms, including gender, sexual orientation, ethnicity and disability, as proactively as we can. Above all, the primary driver is the clear evidence that diversity makes Man Group a better place to work and hence a better business. Nothing should get in the way of us hiring the best people. In turn, this will enable us to deliver better results for our clients and shareholders; it may not be easy, but every day we succeed at difficult challenges and this is another where we will succeed.” Luke Ellis Chief Executive Officer, Man Group

“It is our responsibility to ensure we are engaging in activities that drive real diversity and inclusion, and everyone has a role to play. Our goal is that lack of diversity becomes an irrelevant issue for the next generation, that they no longer need to talk about. We have a long way to go, but we will do everything we can to make a positive difference at Man Group, paving the way not just for gender diversity, but for everyone who considers themselves to be different. This won’t change overnight, but this is our time to act, to make a difference and to hold ourselves and the industry accountable.” Robyn Grew Chief Administrative Officer & General Counsel, Man Group

E2W Comment: Man Group is fully committed to make significant progress on the diversity of their workforce. This commitment has come from the senior management in Man Group and waterfalled down the organisation.   We have seen evidence that diversity is a priority for all in Man Group.

Man Group is among one of the first firms in the sector to adopt an ‘Active Inclusion’ recruitment strategy. Man Group, in recognition that it often takes more time to find diverse candidates, has implemented a strategy that gives selected diversity recruitment partners an advantage in the process.  

E2W Comment – We are working with Man Group now on ensuring that recruitment processes don’t hinder diverse candidates, ensuring that they have the best opportunity to shine.  

Man Group are among one of the first firms in the sector to adopt an ‘Active Inclusion’ recruitment strategy. Man Group recognise that it often takes more time to find diverse candidates have implemented a strategy that gives selected diversity recruitment partners an advantage in the process.  

E2W Comment – We are working with Man Group now on ensuring that recruitment processes don’t hinder diverse candidates, ensuring that they have the best opportunity to shine.  

In addition to entry-level outreach, Man Group tries to expand the pipeline earlier on through partnerships with high school-focused non-profits in the United Kingdom and United States to expose girls and economically disadvantaged students to investing careers.

“We want to avoid early self-selection of these students out of our field,” explains Michelle McCloskey, President of Americas, Man Group and President, FRM.

Man Group runs numerous mentoring programmes to help all employees achieve their potential. High-potential women within the firm are selected for the female mentoring programme, pairing them with mentors from Man Group’s Executive Committee.

“Work-life balance is important for both women and men, and we consider it important for achieving workplace equality as well,” said Michelle McCloskey, President of Americas, Man Group.”

“At Man Group, any employee can apply for a flexible work arrangement, regardless of reason.  From the highest level of our firm, we stress that we will be flexible with work hours and conditions,” says Michelle McCloskey, President of Americas, Man Group. “Flexibility is good for all of our employees, not just women, and we also believe it increases productivity.”