Die Capital Group ist einer der ältesten Asset Manager weltweit. Das Haus wurde 1931 von Jonathan Bell Lovelace in Los Angeles (USA) gegründet, wo auch heute noch der Hauptsitz ist. Mittlerweile hat Capital Group 29 Büros in Amerika, Asien und Europa. Die Tochterfirma Capital International in Genf ist übrigens verantwortlich für das „CI“ im MSCI. Wir begrüßen Capital Group als unseren neuesten Unterstützer und sprechen mit Katja Wiechers, Managing Director, Financial Intermediaries Switzerland.
Ms Wiechers, why is diversity important in your company?
The success of the people who invest with us depends on the people we invest in. For 90 years, our distinct culture has helped us attract and retain very talented associates, and we’ve learned from experience that diverse and inclusive teams generate better ideas and make better decisions. Welcoming the perspectives and experiences of all associates is part of our core values. As a global asset manager, Capital should reflect the communities where we live and work.
What do you expect from more diversity?
We believe that diverse teams generate better ideas and make better decisions. We expect to increase representation of underrepresented groups and build an environment in which all associates feel they belong. We want to better understand and advance the many dimensions of DE&I within our organization. The power of diverse teams is only realized when all associates feel a sense of belonging that empowers them to achieve their potential.
Do you keep track in your company of how many women apply for management positions, how many women come back to the company after parental leave, or similar figures?
No, we don´t.
How is diversity promoted in your company? Do you perhaps even have special programs to promote women?
We are committed to supporting every Capital Group associate by providing them with an opportunity to develop and grow. One measure of our progress is the rate our associates advance, which we track within each line of business. We regularly review our talent development processes to help ensure unbiased outcomes for associates. The promotion rate for women continues to exceed the rate for men, and the promotion rates for underrepresented minorities exceeds our overall U.S. promotion rate.
We have leadership programmes targeting women and under-represented groups. One example is Women Leading Capital - A six-month program for women leaders designed in partnership with Harvard to diversify Capital's leadership pipeline. The robust curriculum and enriching experience strengthen participants' leadership capabilities and accelerate career development. We've had a total of 140 participants, with 97% reporting improved leadership capabilities. 33% of participants were promoted or moved into lateral roles or rotations after participating in the program.
Another example would be Capital Emerging Leader - A six-month program for high-potential future managers, targeting associates from underrepresented groups, to learn the foundations of management and explore authentic leadership. We've had a total of 105 participants, with 90% reporting improved leadership capabilities. 46% of participants were promoted after completing the program.
What does your company offer to enable flexible working - for parents of young children, for example?
We recognize that not everyone’s life fits into the same schedule. We try to help associates balance family life and work flexibly when business needs permit and have recently launched a hybrid home/office working schedule for all associates. Associates have more options for when and where they work to provide better balance between professional and personal responsibilities. We also offer a Parental transition schedule for new parents returning from leave, they can ease back into work by initially working a part-time schedule.
Do you perceive women as a separate customer group or do you even offer special women's or gender products?
No, we do not tailor our strategies to a specific demographic of investors.
What do you think women should do if they want to pursue a career in the fund industry? What should they keep in mind?
You should pay special attention to the corporate culture.
Thank you very much for the interview!
Anke Dembowski is a financial journalist and author of various investment fund-related and other financial books. She is also a co-founder of the "Fondsfrauen" network.