Our Drive programme ensures we’re attracting and elevating the best talent possible. This commitment is echoed in our business principles, particularly meritocracy and excellence.

 

 
 

Finding excellent minds requires casting the net wide, looking beyond the usual and ensuring that we’re attracting talent from different backgrounds to ensure broad perspectives. This matters because the challenge those diverse perspectives will bring leads us to better results for our clients and shareholders. We provide an inclusive, collaborative and dynamic work environment where high performers can thrive, becoming the very best they can be.

Robyn Grew Chief Executive Officer, Man Group

 

Inclusion in Action

Man Group’s commitment to inclusion is set out in our Global Inclusion Statement and in our Diversity, Equity and Inclusion reports which cover the breadth of our initiatives, partnerships and programmes. They celebrate our work and our people, showing our grass roots approach behind our Drive programme.

Our report for 2024, published in April 2025, provides an insight into the activity that Drive and our collaborative group of employee networks have spearheaded, as well as our gender pay gap statistics.​

 
 

Our Paving the Way Initiative

Paving the way

Paving the Way is our dedicated, firmwide initiative to increase the diversity of candidates entering the financial services industry, ensuring we can attract the brightest and the best people, wherever they may be, regardless of their background. Working with schools, universities, charity partners and external associations, we visit students, and invite them to visit us at Man Group, to let them know about the world of finance, with particular focus on the broad range of careers that are available. Our volunteers are role models from a multitude of backgrounds, who work in roles across Man Group.

Through homegrown Man Group programmes and workshops, as well as contributing to external initiatives, partnerships and programmes, we aim to widen the pipeline of candidates to the industry by showing students that with a focus on excellence, determination to build skills and a passion for what we do, the industry is open to everyone, offering a pathway to success regardless of their start in life.

 

Gender Pay Statistics

Our 2025 gender pay figures demonstrate continued positive progress across several key areas. Our mean hourly pay gap has decreased by 0.5% and our median hourly pay gap has decreased by 3.0% compared to last year. We have also seen meaningful reductions in our bonus pay gaps, with the mean bonus gap decreasing by 3.6% and the median bonus gap decreasing by 4.7%. These improvements reflect the ongoing impact of our longstanding initiatives to support female talent and ensure equitable opportunities across the firm.

Female representation in the upper hourly pay quartile has increased by 2.2%, demonstrating continued progress in developing the pipeline of highly talented women moving into higher-paid, senior roles. While the upper middle quartile has seen a 2.7% decrease in female representation, we remain focused on addressing this through targeted development and recruitment initiatives.

While we have made clear and measurable progress, we recognise that achieving true gender balance requires sustained effort. The underrepresentation of women in 'front office' (sales and investment) roles continues to be a challenge across the investment management industry, and we remain resolute in our commitment to closing the gap through coaching, mentoring, and partnerships designed to attract and support women into front office and senior roles across the firm.

 

Gender Pay Gap Statement

 

Hourly rate

22.0%
Median gender pay gap
17.5%
Mean gender pay gap

Bonus pay

45.0%
Median bonus gap
91.4%
Male employees receiving a bonus
53.4%
Mean bonus gap
88.8%
Female employees receiving a bonus

Pay distribution

  Male Female
 Upper quartile  78.9%  21.1%
 Upper middle quartile  77.9%  22.1%
 Lower middle quartile  59.5%  40.5%
 Lower quartile  53.4%  46.6%

 

Women in Finance Charter

Man Group has been a signatory to the UK HMT Women in Finance Charter since 2018, pledging to promote gender balance, including setting internal targets every two years and reporting publicly on progress. Since signing the charter, we are pleased to have seen a positive trajectory in the proportion of women in senior management roles, which we define as Executive Committee members and their direct reports (excluding assistants). The timeline of our progress is as follows:

  • On signing the charter in 2018, 22% of our senior managers were female (up from 16% in 2016), and we met our initial target of 25% female representation in senior management roles by December 2020.
  • Targets were then set at 27.5% by the end of 2022 and 30% by 2024.
  • We narrowly missed our 2022 target with 26% (slightly down from the 27% reached in 2021) female representation in senior management roles
  • However, by September 2024, we stood at 32% female representation in senior management roles. Having met our 2024 goal early and to ensure we continued to challenge ourselves, we revised our 2024 target from 30% to 32.5% female representation in senior management by the end of 2024.
  • At the end of December 2024, we had 35% of females in senior management and had therefore exceeded both our initial and revised 2024 targets.
  • Our current target is to reach and / or maintain 36% female representation in senior management at the end of December 2026

We remain committed to challenging ourselves and will continue to review our aspirations, progress and initiatives to support and develop women at all levels across Man Group.

 

Race at Work Charter

We are proud to be a signatory to the UK’s Race at Work Charter. As a signatory, we’re taking practical steps to ensure our workplace is tackling barriers that may prevent minority groups from competing on a level playing field. We commit to following the Charter’s seven calls to action, and to fostering an inclusive environment for all our people.

Our commitment to equality and inclusiveness is integral to our culture and success, and we continue in our drive and commitment to building a diverse and representative firm.

 

UK Parker Review

As a UK listed company, we report annually to the UK Parker Review on representation of our people from ethnic minorities in senior management.

 

Disability Confident Committed

Man Group is a signatory to the UK Government’s Department for Work & Pensions ‘Disability Confident’ Scheme. The scheme supports employers to challenge attitudes to disability, increase understanding of disability, remove barriers for disabled people and those with longer-term health conditions, and ensure that disabled people have the opportunities to fulfil their potential and realise their aspirations.

 

Progress Together

Man Group is proud to be a founding member of Progress Together, underlining our commitment to socio-economic diversity. Progress Together is a not-for-profit organisation, working to improve socio-economic diversity at senior levels in UK financial services.