Improve the level of gender diversity across HESTA’s investment value chain including our external investment managers, boards of directors and executives.
Project implemented: June 2017 - in progress
Improve the level of gender diversity across HESTA’s investment value chain.
Increasing the number of women in decision making roles not only impacts the quality of decision making in the largest companies, but also helps set the right strategies for women across these companies’ workforces. We hope this will set standards of best practice across the private sector. Additionally, by raising awareness and sharing best practices to improve diversity in investment management, we aim to impact attraction and retention of female talent. This can broaden the pool of future talent both the investment management and superannuation industry in years to come.
- Create a baseline of the number of women in KMP (Key management personnel) roles in ASX200 companies to track year on year progress. - Encourage the setting of targets to hold companies accountable for the level of diversity in senior leadership. - Raise awareness in the investment management industry about the lack of diversity in investment decision-making roles (by December 2018). - Create a baseline to track investment manager diversity year-on-year. - Share best practices and case studies with investment managers to encourage them to attract and retain female talent (by December 2018). - Support the development of tools and resources to attract diverse talent to the investment management industry through the creation of an Employee Value Proposition (by August 2018).
HESTA believes diverse teams make better decisions, and therefore that helping achieve target 5.5 of the SDGs across all teams involved in value creation of our investments, will help improve retirement outcomes for HESTA members.