Strategic report Governance Financial statements Other information STRATEGY OUR PEOPLE CONTINUED Outstanding and diverse talent Each pillar is supported by a detailed action plan Committee and its direct reports: an The more diverse our people, Our focus on building a diverse and inclusive to ensure we attract, hire, progress, engage improvement from 23.8% when we last reported the more easily we can understand workforce is not simply because it is the right and retain diverse talent and build a market- this data as at 31 October 2020. thing to do, but because we believe it will lead leading culture. We have recently published our fourth Gender and meet the needs of our to better outcomes for clients, colleagues, our Female representation Pay Gap report relating to 2020. We have reduced growing and increasingly business and enable our sustainable growth. We have made strong progress in increasing the our mean Gender Pay Gap, down from 28.8% in diverse client base. The more diverse our people, the more easily proportion of women at senior levels. We are April 2017 to 17.6% in April 2020. We have also we can understand and meet the needs of our signatories of the Women in Finance Charter significantly narrowed the median bonus gap growing and increasingly diverse client base. and are proud to have exceeded our target range since 2017 from 71.4% to 45.1% and mean bonus Greater organisational diversity correlates (25-30% by 2021) early, with 30.4% of senior gap from 71.8% to 62.8%. However, we have seen strongly with better organisational performance management roles held by women in June 2021. marginal increases in our median Gender Pay Gap and allows colleagues to realise their potential by since 2017 from 18.3% to 19.1% in April 2020. bringing their whole selves to work. We believe In addition, we have achieved the 33% target set that diversity of thought enables us to make by the Hampton-Alexander Review for women on Full details of our Gender Pay Gap report better business decisions, manage risk more boards and are proud to have a female Chair and can be found at www.hl.co.uk/about-us/ effectively and drive innovation. majority of female Board Committee Chairs. We gender-pay-gap We believe inclusion and diversity is everyone’s are also pleased to report that as at 30 June 2021, responsibility, and are introducing specific women made up 26.7% of the Executive objectives around this to encourage all colleagues to play their part. Our I&D strategy OUR WORKFORCE The objectives of our Inclusion and Diversity (I&D) strategy are to build a truly inclusive culture, 36% Female increase ethnic minority representation and to 34% continue with the progress we have made in Total workforce 2021: 1,842 Female increasing female representation. Total workforce 2020: 1,610 Our Inclusion and Diversity strategy focuses As at 30 June 2021 on four pillars: Board of Other seniorTotal employees •Building an inclusive culture and brand; directors management1 (FTE) Recruitment and representation; Female 3 (33%) 10 (26%) 670 (36%) • Male 6 (67%) 29 (74%) 1,172 (64%) Male66% •Progression and retention; and 1 Other senior management is defined as an employee who has responsibility for planning, direction 64% •Reporting and accountability. or controlling the activities of the Group, or a strategically significant part of the Group, other than Male the Board of Directors. 30 Hargreaves Lansdown Report and Financial Statements 2021