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Peter Harrison

At Schroders, Peter has introduced 50/50 gender splits at entry-level assessment centres and ensures that the firm only uses executive search firms signed up to the Voluntary Code of Conduct on Gender Diversity. Among many other effective initiatives to build gender diversity, Peter has introduced diversity targets linked to individual pay outcomes for senior management, and ensured Schroders was the first FTSE 100 firm to publish its gender pay gap data. Parental leave policies and global flexible working policies have been reviewed and improved under Peter’s leadership, a trans policy has been introduced, a mentoring scheme launched and unconscious bias training rolled out. Peter has introduced ambitious targets for female representation at Schroders, which the company is on track to meet by 2020. Beyond Schroders, Peter is Chair of the Investment Association and holds positions on the advisory boards of the Diversity Project, CFA and CityUK, where he champions D&I. He led Schroders in signing up to the Women in Finance Charter, and supports Schroders’ initiatives to improve financial education at school level through to apprenticeships and work experience, among other outreach initiatives. Under Peter’s guidance, Schroders has proudly sponsored numerous awards recognising women in STEM careers and investment.

Peter Harrison

Shortly after joining Schroders, Peter introduced an initial target of at least 30% female representation in senior management roles. The firm made strong progress and has now increased its target to at least 33% by the end of next year, and 33% at Board level by 2020. He is a founding member of the Diversity Project, an initiative by a group of senior leaders to accelerate progress towards an inclusive culture across the investment and savings industry. Peter is overseeing initiatives to address the issue of fewer job applications from women, including introducing a 50/50 gender split at the entry-level assessment centres; reviewing maternity, parental leave and flexible working policies; and pairing the top 10% of female talent with a senior sponsor. Schroders was the first FTSE 100 firm to publish its gender pay gap data, almost a full year ahead of most firms. He has led the firm’s move to become one of the first signatories to the Women in Finance Charter and was nominated a leading executive LGBT+ ally by OUTstanding, the professional network for LGBT+ executives, leaders and allies. He continues to drive improvements across the firm, including measures to increase black and minority ethnic job applications.

Peter Harrison

In May 2016, under Peter’s leadership, Schroders introduced an initial target of at least 30% female representation in senior management roles, with senior management compensation linked to achieving this goal. In his first year as Group Chief Executive, Schroders made strong progress. It increased female representation in senior management roles from 25% to 31%, and is well on its way to reaching its target of at least 33% by the end of 2019. Peter is also overseeing initiatives to combat the lack of job applications received from women, including introducing a 50/50 gender split at the entry-level assessment centres for candidates. Just a month after becoming Group Chief Executive, Peter led Schroders’ move to become one of the first signatories to the Women in Finance Charter. He is also one of a group of senior leaders who recently formed the Diversity Project, an initiative that aims to accelerate progress towards an inclusive culture across the investment and savings industry.