We approach our responsibility to looking after our employees as proactively and carefully as we do our clients' assets. Henderson is committed to providing a positive work environment that offers equality of opportunity, supports the health and well-being of our employees, and offers a wide range of career options.
We aim to ensure our human resource policies and procedures meet best practice and fully comply with relevant employment legislation and the Universal Declaration of Human Rights.
Henderson employees strive towards excellence, and our learning and development programmes aim to develop, attract and retain talent. We are committed to building staff share ownership and creating a reward approach that remains aligned with the interests of our clients and shareholders.
Equality and diversity
Henderson is an equal opportunities employer and has appropriate human resource policies and procedures in place to ensure employees work in an environment free from discrimination and harassment.
Our policies and practices attract and retain a diverse and flexible workforce. This includes giving full and fair consideration to applications from, and the continued employment of, people with disabilities and learning difficulties.
In order to assist us in monitoring our progress on gender diversity in particular, senior management review statistics on numbers and proportions of men and women in the workplace generally. The Diversity and Inclusion Steering Group aims to ensure Henderson is attracting, developing and retaining the best people irrespective of their background.
Building upon our success to achieve greater diversity in the workplace, Henderson has signed up to the Government’s Women in Finance Charter.
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Employee consultation and involvement
Henderson's Communications Forum is an elected body representing staff where issues affecting staff can be discussed and, if needed, raised with senior management. It provides a platform for management to consult with staff and seek their views. The Communications Forum meets monthly, with the Chief Executive attending quarterly.
Regular employee briefings are carried out by senior management to provide an insight into the business. These briefings are recorded and disseminated to the global, internal audience via our intranet.
Employee views are sought through a staff survey and feedback from the survey results is used to identify areas for improvement.
The 2015 'pulse check' survey showed a 2% increase in our overall engagement score since 2014, up to 89%. This result was exceptionally positive, coming 14% above our financial/insurance services benchmark.
For further information on the results of our most recent staff survey, please see our Annual Report and Accounts
Recruitment and trainee schemes
Our recruitment strategy aims to identify and retain talented individuals – we look for people who are motivated, conscientious and innovative.
This includes attracting and developing emerging young talent.
Since 2010, we have operated a Trainee Scheme which identifies young individuals with high potential, offering them a 12 month position to develop their skills via a combination of formal and on-the-job training at Henderson. Trainees gain a first-hand insight into Asset Management whilst contributing to the success of the company.
Learning and development
We believe our people are our most value adding asset and that to achieve sustainable business results, our employees need to be working at their highest potential.
Our learning platform reflects our global business. Henderson offers a variety of development solutions designed to increase knowledge and understanding, and to suit individual learning styles. Training is delivered in any number of ways, through courses, workshops, seminars, conferences, 'on the job' structured programmes or executive coaching.
'Knowledge. Shared' not only applies to our interaction with clients but also at a learning and development level. We believe in learning from the diverse experiences of our colleagues as the best case studies are often within our walls. We connect our programmes to current organisational issues so our clients benefit from the combined force of the whole company.
We offer many different learning solutions:
We provide sponsorship for many professional qualifications which include financial and study support.
For our current and future leaders we have designed leadership programmes, including 'Emerging Leaders' and 'Management Essentials and Leadership'. The programmes are focused on developing high performance leadership capabilities within our top management.
Spotlight seminars are part of an open learning programme, providing a variety of different learning formats to suit individual needs. The presentations enable employees to create connections with senior managers and gain value from their skills and talents.
Employee reward and retention
Henderson recognises and rewards performance based on an employee's contribution to the success of the business. We have a total reward approach, which includes a mix of both financial and non-financial elements.
For more information on our Remuneration policy, please see our Annual Report and Accounts.
We are committed to building staff share ownership, aligning the interests of employees with those of shareholders and allowing employees to share in the success of the company.
Henderson runs a number of share schemes which employees are encouraged to join and in recent years Henderson has won awards for its effective communications and performance in fostering employee share ownership.
With an average of 10% of company shares held by staff over the past four years, staff share ownership at Henderson has remained a constant theme and validates that our people are incentivised for the long term.