The value of your investments and the income from them may go down as well as up, and you could get back less than you invested.

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Diversity and Inclusion

We recognise that diversity within financial services is an industry-wide problem, and that we too, can do better

We know that this is not going to happen overnight. Diversity and inclusion is high on the agenda at 7IM which is why we have set out priorities in our (D&I) strategy published within the firm.

We are committed to working hard to hire individuals from a wide range of backgrounds, and recognise that this is a long-term plan. We want to hear from candidates who can bring not only visible diversity to our firm, but also diversity of thinking.

The success of our firm depends on attracting, developing and retaining talented people to create high performing diverse teams that set us apart from our competitors.

Every single individual has something to bring to the table and by recognising those differences we can attract the best people, develop and use their talents, and create a great place to work. We want everybody to bring 100% of themselves to work. With a happy and engaged workforce we can work together to be the best in our industry.

Vacancies
Interested in working with us?

Take a look at our list of vacancies that we are currently recruiting for.

Race at Work Charter

7IM has signed up to the Race at Work Charter, as a signatory of the Charter, we have committed to:

  • Capturing Data: As a firm we have now started capturing ethnicity data of existing staff and applicants in order to establish a baseline and monitor progress of the firm. We hope to use this information to begin reporting on the ethnicity pay gap within 7IM.

  • Bullying & Harassment: 7IM has zero tolerance for bullying and harassment within the firm; as well as published policies and staff training on respecting diversity, we also have commitment from our Executive Committee members regarding this.

  • Equality in the workplace: 7IM supports equality in the workplace, our Managers have received relevant D&I training and it is high on the agenda for our Executive Committee.

  • Taking Action: Our D&I strategy sets out the actions we are taking in order to attract, develop and retain individuals from not only ethnic minorities but also of other diverse backgrounds.

  • Senior Accountability: The responsible Executive Committee member to the Race at Work Charter is Kate Hughes, Chief People Officer.
Race At Work Charter (1)

Women in Finance Charter

Alongside our Diversity & Inclusion efforts, 7IM has become an official signatory of the HM Treasury Women in Finance Charter, a UK government initiative to address gender balance across all UK Financial Services Firms.

Set targets: By January 2024, we aim to have 45% women in our workforce; 35% women in Senior Management roles (Executive Committee).

Progress: When applying to become a signatory of the Charter in November 2020, we had 38% women in our organisation; 30% women in Senior Management roles (Executive Committee).

Initiatives to help achieve our targets: In order to help us strengthen the female talent pipelines at all levels, we are committing to the following initiatives:

  • Formation of the Gender Equality Network (GEN) which will be a subgroup of the D&I Committee to specifically engage with colleagues on issues of gender in the workplace.

  • Diverse recruitment processes such as anonymised recruitment applications for first stage interviews and mandatory fair selection / unconscious bias training for all hiring managers.

  • Outreach work with strategic partners to encourage women to pursue Financial Services careers.

  • Modernise our working culture and practices so that they are more family friendly.

  • Focus on creating an inclusive culture where women are supported and empowered and where barriers are challenged that prevent women from progressing within the firm.

Senior Accountability: The responsible Executive Committee member to HM Women in Finance Charter is Kate Hughes, Chief People Officer.

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