Inclusion and Diversity at Evelyn Partners
It’s our business to make sure everyone belongs
At Evelyn Partners, we know that better outcomes begin with inclusion. That’s why we’re creating a workplace where every perspective is valued, and every individual is empowered, enabling colleagues to contribute and have successful careers. We're not just ticking boxes — we’re making meaningful change, together.
Ambition drives progress
We are proud to be recognised for the progress we’ve made — and we have the ambition to continue to achieve more.
Inclusive Employers Standard
In 2023, we were awarded Silver by the Inclusive Employers Standard, a globally recognised benchmark for workplace inclusion. It’s a step up from our Bronze in 2022 — and we’re already aiming for Gold. We’ll keep learning, listening, and evolving to create an environment where everyone feels included.
Women in Finance charter
The Women in Finance Charter is a pledge for gender balance throughout financial services. That means setting ambitious goals, tracking our progress and holding ourselves accountable both internally and externally. We’re passionate and committed to growing female representation in all our career paths and especially in senior roles.
How we measure what matters
Inclusion isn’t a one-off goal — it’s a continuous journey. And staying true to Evelyn Partners’ values, we’re making that journey together. Here’s how we hold ourselves accountable and hear our colleagues’ voice. We do that by ensuring we have targets to proportionality, measuring our pay gaps and measuring whether we represent the make-up of the communities we work in.
We look at diversity across every stage of the colleague journey — from job applications to promotions — looking at gender, ethnicity, social background, and sexual orientation, to name a few. Most of our people choose to share their data, helping us build a clearer picture of where we are and where we need to go.
Culture check-ins
We run regular Colleague Pulse Surveys to understand how our people are feeling and where we may need to improve. We ask questions about a range of topics including culture and inclusion, and we use this feedback to help shape our business strategy. Our colleague feedback matters as, in a business that is predicated on advice, our people are our best advisors.
Gender pay gap reporting
We continue to see good progress on our gender pay gap results across all measures, both in the short and medium term. We also compare well to our Wealth Management peer group, showing that our I&D strategy is really making a difference.
Living our values
Inclusion isn’t just part of our strategy — it’s part of who we are. Our three values — Personal, Partnership and Performance — guide how we work every day. They’re at the heart of our appraisal process and shape how we reward our teams, with 25% of annual discretionary bonuses linked to how we live these values. You can find out more about our values and what they mean to us here.
At Evelyn Partners, we don’t just understand that our colleagues need to be their true, authentic selves at work – we want to actively encourage it.
We’re grateful to them for sharing the knowledge and experience they’ve acquired through their different backgrounds, and how this further enhances the inclusive culture we’ve created at Evelyn Partners.
Inclusion & Diversity Committee
Set up in 2020, our Inclusion and Diversity Committee brings colleagues together to share ideas, shape strategy and drive real change across the business. Committee members are made up of colleagues from all walks of life from across the business and who are genuinely passionate about creating an inclusive culture.
Network Groups
Our colleague-led networks create allyship and understanding, improve dialogue and celebrate diversity. Get to know more about Evelyn Partners network groups here.
Inclusion Champions
Across our offices, Inclusion Champions lead by example. They’re passionate about making Evelyn Partners a better place to work for everyone (whether that’s by promoting inclusive events or challenging bias and barriers in the everyday).
So, who are Inclusion Champions?
Inclusion Champions work with us to create a more inclusive culture. In being role models for inclusive behaviours, they enhance feelings of wellbeing while ensuring their colleagues aren’t met with bias or discrimination. By highlighting upcoming network events and promoting inclusive behaviour around them, our Inclusion Champions naturally and seamlessly uphold the I&D strategy in everything they do, ensuring all colleagues, no matter where or who they are, have an opportunity to be involved.
Allyship in action
We encourage allyship at every level of the business. On International Women’s Day, we welcomed Jeremy Stockdale, founder of Ylead, to explore how leaders can create environments where everyone feels supported and seen.
We want everyone to feel they belong here, from the moment you apply for a role to join us, throughout your time here at Evelyn Partners.
Recruitment
We are committed to hiring candidates from diverse and varied backgrounds and aim for shortlists that are at least 50% diverse. Why? Because representation matters. We also review our job descriptions regularly to make sure our language is inclusive, non-bias and welcoming to all.
Want to find out more about working at or apply for a role at Evelyn Partners?
We developed our Employee Value Proposition (EVP) to help us convey our culture, values and I&D ambitions. Both our language and tone of voice is considered when it comes to putting our job adverts and descriptions together. Both are regularly reviewed to make sure we’re using non-bias and gender-neutral language in a natural, genuine way for our messaging to speak to those from all backgrounds.
Learning and Development
We invest in development as it is critical to strengthening our inclusive culture, from induction training where we explain our values and business strategy, our ongoing I&D training which embeds a culture of mutual understanding and fairness, management development to enhance team leadership skills and specialised programmes to support women in leadership roles.
Our Approach
To help us achieve our Inclusion and Diversity goals, we ensure our policies are comprehensive and actively support attracting and retaining colleagues from all walks of life. Our policies are reviewed each year to keep them current and relevant, from our Equality, Diversity and Inclusion Policy, Family Leave and Flexible Working Policy to name a few.
Here’s a quick look at what they cover:
Inspiring the next generation
We know that lasting change takes time — and action. That’s why we support the next generation too – reaching beyond our office doors to have a real, lasting impact however we can.
We know that building greater diversity in senior roles and closing the gender pay gap won’t happen overnight – especially with the barriers that still exist when it comes to speaking to those from underrepresented backgrounds who are looking to enter financial services. That’s why we’re proud to support charities and initiatives that open doors for women and underrepresented groups, helping them see the possibilities of a career in our industry.
We take part in programmes like GAIN (Girls Are Investors) and We Can Be, giving our colleagues the chance to share their stories, offer mentorship and support internships that give young people valuable experience – often for the first time in this field.
Our corporate charity partner, Career Ready, is all about social mobility. They work with young people from less advantaged backgrounds, helping them unlock their potential through mentoring, paid internships, masterclasses and workplace visits. It’s a programme that doesn’t just benefit the students – it gives our colleagues meaningful ways to volunteer and make a real difference, too.