Diversity, Equity and Inclusion
We prioritise Diversity, Equity and Inclusion (DE&I) initiatives as an integral part of our values and understand the significance of DE&I in creating a successful and forward thinking company culture.
At Foresight, inclusion and diversity is about recognising and valuing the differences we each bring to the workplace. It's one of the most important components of any business, and continues to be an important focus for us.
Our people have a diverse range of skills, backgrounds, and experiences and we value the creativity and innovation that results.
Our commitment to DE&I is an ongoing journey, as we regularly assess and refine our policies to meet the evolving needs of our workforce. By embracing DE&I, we empower our employees, drive innovation and shape a better future for Foresight and the communities we serve. This commitment is demonstrated in our new DE&I strategy ‘Thrive’ which sets out not only what we plan to achieve but how.
Our Commitment
While conversations around inclusion and discrimination are being amplified on the global stage, it is our priority to empower staff and contribute to generating similar attitudes in respect of equality, diversity, social mobility, flexible working and inclusion in the workplace and the wider community. We believe in the importance of diversity to change a culture and sustain a business and are committed to a variety of initiatives that help to create change.
Fostering Inclusion in the Workplace
Our Approach
- We host mandatory diversity and inclusion training
- We also provide unconscious bias training for all managers
- We have established an optional mentoring programme to help develop skills and talents, build confidence, assist in career development planning and provide a different, objective perspective so the mentee can achieve their best at work
- We have rolled out the “Count Me In” initiative, which aims to improve the diversity data that our staff share with us. This will help us to make meaningful commitments for our business and staff long-term
We understand that providing support internally will result in positive effects externally.
Women in Finance
As a people-led firm, promoting gender diversity is a priority for us and we have pledged to the following:
- Having a member of the senior executive team responsible and accountable for diversity and inclusion
- Setting internal targets for gender diversity among our senior management
- Publishing progress annually against these targets in a report on our website
- Having an intention to link the pay of the senior executive team to the delivery of internal targets on gender diversity
- Reviewing our recruitment processes to ensure we attract more applications from women and people of diverse backgrounds
- Maintaining gender equality in our remuneration, promotion, and development practices
In 2018, we became a signatory of HM Treasury’s Women in Finance Charter and pledged our support for gender balance across financial services. We are on track to meet our five-year target of 30% women in senior management roles. For 2023, we have reported 26%.
The Diversity Project
We are a part of a cross-company initiative championing a more inclusive culture within the investment management industry - The Diversity Project.
We believe that an empowered workforce is at the heart of a sustainable business and that we are responsible for inspiring a generation of workers. We can shape our workplaces, and industry, to be more accessible to diverse talent, and ultimately more representative of the societies we operate in.
Investing in Women
We know an inclusive business system is good for all in society, which is why we are a signatory to the Investing in Women Code. Together, we are working towards creating an entrepreneurial ecosystem where women have the necessary tools and resources to successfully grow businesses. As part of this, we are committed to the following:
- A senior member of our leadership team being responsible for supporting equality in all interactions with entrepreneurs
- We provide data on financing entrepreneurs - disaggregated by gender – for an annual report by the Department of Business, Energy and Industrial Strategy (BEIS)
- Adopting, and championing, internal practices that improve the potential for female entrepreneurs to successfully access the tools, resources, investment and finance they need to build and grow their businesses
Workplace Flexibility
Flexibility is not a set number of days in the office, or at home. It is about trust and communication between individuals, teams, and team heads, all working together to ensure work is carried out in the best way for the business and individuals.
We empower all our people to manage their work commitments to suit their personal situations and equip our managers to lead a flexible and adaptive workforce.
People and Wellbeing
What wellbeing means to us
As a society, we are on a journey to normalising mental health, which involves challenging the stigma attached to it. Hopefully, these are no longer conversations that people shy away from in the workplace. To us, engaging with our people openly about mental health and wellbeing is central to a healthier working environment: we work with our staff to ensure that there are things we can do to navigate through lows and build resilience.
From outlining what wellbeing actually means to those in the company, to understanding ways of supporting others through challenging times, our direct engagement with themes that resonate with our people allows us to be better equipped as we go forward. Through our Wellbeing podcast and webcast series, we focus on theories around wellbeing and discuss practical advice on how to actually be well, in the context of the workplace and our rapidly changing society.
Access to additional contact points for staff who would like to discuss their wellbeing is crucial and we are continually training our colleagues to become Mental Health First Aiders.
Gender Pay Gap Reporting
We adopt a transparent, open and honest approach to diversity and inclusion, and report openly on Foresight's gender pay gap. We are working hard to establish an ecosystem that prioritises equal opportunities and the advancement of talent in the workplace without systemic barriers.
We have published data on our gender pay in Foresight Group Holding Limited's Annual Report. It shows the gender split across four equally sized quartiles of the business, dividing our colleagues into four groups, from the lowest to the highest-paid.
All UK employing entities with over 250 members in their workforce are required to make this disclosure.
Community Outreach
We are committed to activities that have a positive impact at a local level and look to engage with social initiatives in our own communities - those related to our assets, investee companies, and our office locations. Some examples of how we employ the expertise and passion of our workforce to be a force for good are:
Future VC
In 2021, we partnered with Diversity VC on their Future VC programme to offer paid internships to talented individuals from diverse backgrounds and provide them with hands-on experience that will help them succeed in their chosen careers.
Sacred Heart High School
We host a Careers Day for 30 A-Level business students from Sacred Heart High School, a local school to London Bridge, where students spent a day in our London offices and take part in departmental talks/Q&As, mock interviews and CV writing activities. Our staff have also visited the school for business and careers talks.
Flexibility in the Workplace
Taking a prolonged period of shared parental leave was perhaps one of the best decisions I’ve made. To not only have the opportunity, but be actively supported in taking it was great. And while it felt like a bit of an unknown at first, I am now so unbelievably appreciative for the three months I was able to spend with my family. Every time I’m asked about my experiences of shared parental leave, I cannot recommend it highly enough.
Henry Morgan, Infrastructure Sustainable Investment Lead
Women who lead
After 18 years in the financial services industry I’m acutely aware that, often, it’s a very challenging environment for female entrepreneurs and female professionals. What’s encouraging to me is the momentum behind conversations of gender equality and female empowerment in the workplace.
There are many talented women that we work with, both at Foresight and across our portfolio. Through our investments, we are proud to support fantastic female-founded businesses across the UK. When considering deals, we do look to address the female funding gap and shape the industry and I'm delighted to see this reflected in our portfolio and have this opportunity to enact change.
Claire Alvarez, Partner
Empowering future generations
Since joining Foresight, we have had the pleasure of being involved in the Finance Industry Programme with AmosBursary, an organisation which helps young people of African and Caribbean heritage to excel in education and other opportunities.
I've had the opportunity to talk to over 30 students providing insights and an introduction to financial services as a whole. The students involved were engaging and interactive and will definitely be successful in their future endeavours. It's been incredibly rewarding and I look forward to supporting them again in the future in any way we can.
Oliver Smith, Executive Business Development Manager
Flexibility in the Workplace
Taking a prolonged period of shared parental leave was perhaps one of the best decisions I’ve made. To not only have the opportunity, but be actively supported in taking it was great. And while it felt like a bit of an unknown at first, I am now so unbelievably appreciative for the three months I was able to spend with my family. Every time I’m asked about my experiences of shared parental leave, I cannot recommend it highly enough.
Henry Morgan, Infrastructure Sustainable Investment Lead
Women who lead
After 18 years in the financial services industry I’m acutely aware that, often, it’s a very challenging environment for female entrepreneurs and female professionals. What’s encouraging to me is the momentum behind conversations of gender equality and female empowerment in the workplace.
There are many talented women that we work with, both at Foresight and across our portfolio. Through our investments, we are proud to support fantastic female-founded businesses across the UK. When considering deals, we do look to address the female funding gap and shape the industry and I'm delighted to see this reflected in our portfolio and have this opportunity to enact change.
Claire Alvarez, Partner
Empowering future generations
Since joining Foresight, we have had the pleasure of being involved in the Finance Industry Programme with AmosBursary, an organisation which helps young people of African and Caribbean heritage to excel in education and other opportunities.
I've had the opportunity to talk to over 30 students providing insights and an introduction to financial services as a whole. The students involved were engaging and interactive and will definitely be successful in their future endeavours. It's been incredibly rewarding and I look forward to supporting them again in the future in any way we can.
Oliver Smith, Executive Business Development Manager
Flexibility in the Workplace
Taking a prolonged period of shared parental leave was perhaps one of the best decisions I’ve made. To not only have the opportunity, but be actively supported in taking it was great. And while it felt like a bit of an unknown at first, I am now so unbelievably appreciative for the three months I was able to spend with my family. Every time I’m asked about my experiences of shared parental leave, I cannot recommend it highly enough.
Henry Morgan, Infrastructure Sustainable Investment Lead
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