A truly unique proposition
We endeavour to make the right decisions for our clients, and are committed to delivering constant improvements – we understand the role that the development of our people plays in this. It’s this unique approach that fuels our ambitious plans for the future. It’s a future that will be shaped by the talented, forward-thinking individuals who are part of our business today and also by those who will join us tomorrow.
Our long-term vision places customer experience and talent development at its heart. We are excited by innovation, take pride in developing market-leading products and have an organisation defined by our highly motivated employees. We value integrity and help provide the right opportunities for people who are eager to drive their own career.
We’re always looking for fresh talent to help us develop our investment product offering. In order to help our clients achieve their financial goals we need to call on the expertise of a diverse talent pool across a number of stages. We pride ourselves on being an equal opportunities employer and it’s the combination of backgrounds, cultures and specialist knowledge that makes us who we are.
Diversity for us is about valuing difference. This could be appreciating different global perspectives, educational and socioeconomic backgrounds, different religions and cultures, generations, gender identity and expression, sexual orientation, disability status and all the other elements that make us unique.
In promoting a culture of inclusion throughout our business we are proud to be a Stonewall Diversity Champion campaigning for LGBT+ equality. We are also committed to ensuring employees of all genders and ethnicities are represented throughout our business as part of Business in the Community’s Race and Gender campaigns, and as a member of Fonds Frauen, a women’s network in German Financial Services. Working alongside these organisations ensures that we continue to provide a workplace where our employees can bring their whole selves to work.
“Inclusion at Fidelity is about creating a culture where people’s differences are welcomed, encouraged and celebrated. Diversity of thought and perspective are valued, so all employees can contribute and reach their potential. We believe that embracing a wider set of perspectives will lead to better business decisions and outcomes.”
Peter Horrell, Managing Director - UK Financial Services
Inclusion is about creating a culture where these differences are welcomed and encouraged to maximise business performance and have the best possible working environment.
Being the best organisation means having an inclusive culture where diversity of thought and perspective is valued and where all employees can speak up, contribute and reach their potential.
We care about being a supportive place for our employees to work and a welcoming place for all clients to invest. And we are absolutely committed to being active members of the communities we serve. As a result, we believe that a commitment to Diversity and Inclusion is not only right, it's absolutely critical to achieving our mission.
One of the ways we promote an inclusive culture is through our Diversity and Inclusion Network – Fidelity for Everyone. The Network has branches in our main global offices and is open to all. The Network is made up of employees from across our business and focuses on raising awareness of Diversity and Inclusion through speaker events and activities. We also host networking events and provide opportunities for people to let us know how we can improve.
Alongside our global Diversity and Inclusion activities, Fidelity International has signed up to the HM Treasury ‘Women in Finance Charter’, a UK government initiative to address gender balance across all UK Financial Services firms
As a signatory of the Charter we have committed to:
To increase gender balance. We have a long term aspiration to reach equal gender balance within the organisation in the future, but we recognise that like a lot of the financial services industry we have more to do to reach this goal. We need to attract more women to work in our sector, in particular in our Technology and Investment Management Departments. To help us work towards a more gender balanced workforce we have set ourselves stretching, yet achievable, interim targets for 2020.
A note on the numbers: These numbers represent our employees based in the UK and employees based in other countries that support our UK operations. Senior Management only includes those employees who are at Director level and above.
Against these targets annually on our website. We want to be transparent in measuring our progress.
For progress by appointing Peter Horrell, Managing Director UK Financial Services, as our executive sponsor for Diversity and Inclusion and linking the pay of our senior team to Diversity and Inclusion objectives. Their performance is measured against their agreed personal goals and with the signing of the ‘Women in Finance Charter’, Diversity and Inclusion targets will now be part of their personal goals to ensure a strong alignment between their annual bonus awards and the progress against agreed targets.
We have a number of initiatives in place to support delivery of these targets which include a focus on recruiting a wider range of talent. We are a founder member of the CFA Society’s Gender Diversity Partner Programme which supports the investment industry to improve gender diversity. Our Insights Days and Spring Week are other ways in which we engage with students who are interested in a career with us; participants have the opportunity to find out more about working in asset management and meet Fidelity International employees.
You can find out more about the Women in Finance Charter here.
What are Fidelity’s figures? Please refer to the Company’s full report here for details of this gap and what the Company is doing to address it.
Our culture centres around our clients with a strong central vision: “To deliver innovative client solutions for a better future”.
To deliver the best client outcomes we need a winning team. We have a culture of excellence and innovation and the highest integrity in all that we do. We reward and recognise individuals and teams who deliver on our promise to provide a better future for our clients. Each of us is committed to three core values across the organisation:
We take personal responsibility for always acting in the best interests of our clients. The client is at the heart of all we do, a value that goes far beyond our client facing employees and is paramount in every department and in every country in which we operate.
We believe in being willing to experiment and try new and better ways to serve our customers. We pride ourselves on intelligent risk taking, and reward those who take the initiative to introduce fresh ideas and original thinking that will help our clients achieve their financial aspirations.
Fidelity employees strive to be the best whilst knowing that continuous improvement means we will get better each time. Our culture of excellence means that we will always aim for the best client outcomes and be supportive of colleagues throughout the organisation.
By adopting these values in our daily roles, every Fidelity employee demonstrates commitment, collaboration with a dedicated client focus.
Get a flavour of what it's like working for us.
Find out more about where our offices are based and the unique working environment in the UK and Ireland.
Head of HR - India
I joined as an Associate in the UK Customer Services team and became a Team Leader of Phone and Customer Relations teams servicing. This is where I learned the basics of the mutual fund world, came to understand who our customers are and gained my first experience of managing people.
My first Fidelity international assignment involved spending a year in Delhi managing a 100-strong customer service team. My next role saw me transition large parts of the UK-based Institutional Operations team to India. And soon after that I was asked to head up around 250 people in Delhi and Chennai, providing support to the UK Retail Operations business. It was during this time that I learned how to balance the need to instil the Fidelity ethos with the need to respect local differences.
Following my India assignment I had the opportunity to directly support the President of Europe as a Business Manager. This involved a variety of activities including reporting to ad hoc projects and strategic initiatives affecting all aspects of the European business.
In 2010, I was given the chance to establish an office in Tunisia. My remit was big: selecting locations, building the infrastructure, recruiting staff, developing corporate policies and promoting the Fidelity brand. One of the great things about working here is the company’s willingness to take calculated risks with people in new roles. I’d never set up an office from scratch, so this was a prime example.
In 2013 I started as a Sales Director in the Netherlands, looking after clients within the Distribution Channel. This new opportunity helped me to gain first-hand experience in a distribution/business role.
My current role as Head of Human Resources in India, sees me on the Senior Management Team playing an important part in the strategy and overall decision making on all aspects of the people strategy.
Heads of FundsNetwork and Platform Services
After beginning my career with Fidelity in the United States in 1986, I was interested in gaining some international experience. So I accepted a role with Fidelity’s international company based in Bermuda. There I was responsible for establishing a global investment compliance and fund treasury function, before stepping into the position of Country Head of Bermuda for two years.
In 1999, I transferred to Hong Kong where I served as the Chief Operating officer for the Asia-Pacific region. It wasn’t long before I moved to Taiwan to launch and manage our FundsNetwork platform there. My time in Asia helped me to gain greater exposure to FIL’s corporate infrastructure, everything from operations and technology to property and corporate services.
My next step involved relocating to the UK in 2005 and assuming responsibility for Fidelity’s European Customer Services teams based in the UK, India, Tunisia and Continental Europe. After seven years in this role, I was promoted to Head of FundsNetwork and am still progressing in my job – taking pride in helping intermediary and institutional clients to grow their businesses.
Taking on such a wide range of functional roles and adapting to a number of different geographies has helped me earn a broad perspective of Fidelity’s wider business and has given me many opportunities to develop in my career .
Equity Research Analyst
With a background in private equity, I’d always had a deep-rooted interest in investment. But it wasn't until my MBA program that I became attracted by the public equity investment side of things. Fidelity stood out as the best place to explore this option, with its commitment to fundamental research and high dependence on internal research resources. So I applied and secured the role of an Analyst covering the Korean consumer sector.
Since then I've moved up the ladder and currently cover the regional internet sector. It’s down to me to seek out investment opportunities and share my sector views and stock calls with PMs in London and across Asia – meeting with the management team of global leading enterprises and keeping dialogues with industry experts across the region.
Although I am a sector Analyst, Fidelity has supported me in becoming a better generalist investor over the course of my tenure here. Regular country meetings, sector pilot fund meetings, analyst lunches – all these things have helped to open my eyes and ears to different sectors and countries and positively influence my investment recommendations.
Making investments is an ongoing, fluid process with no real end point. But the period I enjoy most has to be sector initiation. Although a lot of hard work, building an investment framework from scratch while processing a tremendous amount of information is equally as rewarding. My success in this area, combined with my sector and country rotations, means that I’d like to be running a regional portfolio in a few years’ time. I’m looking forward to continuing my journey and learning more about myself in the process.
Fidelity is keen to play an active part in making a difference to the communities in which we live and work. We provide sponsorship for causes and events, giving us an opportunity to align our name to deserving charities and encourage engagement from our employees.
We believe that acting responsibly makes good business sense and has the potential to enhance our investments. As part of our internal research and investment decision-making process, we analyse environmental, social and governance (“ESG”) factors when we believe they will have a material impact on the investee company. As part of our research approach, we try to gain a comprehensive understanding of the relevant ESG issues within our investee companies and to identify these issues before they potentially become events that could threaten the value of our investment.
Furthermore, we recognise that our UK operations have an impact on the environment, especially in the area of energy consumption. We believe we have a responsibility to manage and limit this impact as effectively as possible.
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