Inclusive talent pipeline

Attracting a diverse candidate pool—and building an inclusive place to work and grow—are priorities at Invesco. We implement a number of activities and partnerships to change the racial and gender composition of our workforce and build the pipeline of diverse talent for our company and the industry at large.

In 2022, we expanded our inclusive hiring practices in the following ways:

• Trained our human resources (HR) team to support managers during talent assessments and discussions, focusing on how to identify potential unconscious bias in the talent review process and open up discussions.
• Launched a new global hiring manager guide to support our hiring managers to attract and select high-potential diverse talent through a competency-based approach focused on hiring for potential and not just education and experience.
• Introduced competency-based hiring in EMEA, a program through which Invesco partners with nonprofits to train diverse groups in technical skills, with the ambition to hire talent over experience.
• Utilized partnerships to expand our reach to diverse candidate pools.
• Launched our Early Access program, which supports educational diversity by hiring candidates who do not have a formal college education.

Advancing DE&I in our industry through collaboration

We believe we can maximize our impact when we develop and leverage strategic partnerships that harness the passion and expertise of external organizations. To this end, in 2022 we:

• Broadened our relationships with Atlanta-based historically Black colleges and universities (HBCUs) and became a sponsor of the 2022 National Black MBA Conference.
• Continued to build on our partnerships with Investment 2020 (i20/20), #TalkAboutBlack.
• Signed up for the Diversity Project U.K. Pathway Program targeted toward the development of female fund managers.
• Partnered with the U.K.’s Business Disability Forum to help Invesco move from a Disability Confident Employer (Level 2) to a Disability Confident Leader (Level 3), as per the U.K. government scheme.
• Partnered with Evenbreak, an organization that focuses on recruitment of disabled job seekers.
• Signed up to the Inclusive Employer Standard and City Hive’s ACT Framework to seek accreditation on Invesco’s diversity and inclusion policies and progress.
• Participated in City Hive's cross-company mentoring program and the Black Leaders Development Programme.
• Started engagements with local senior schools in more underprivileged communities near Henley to introduce 16- to 18- year-olds to the potential of an asset management career and to build a pipeline of school leavers for our i20/20 program intake.

To build our pipeline of diverse talent, we also invest in financial literacy programs in underserved communities and partner with universities that educate and spark interest in investment-industry careers. Learn more about our financial literacy commitments and our education partnerships.