Page 30 | RPIA SUSTAINABILITY REPORT 2025
CULTURE & VALUES
OVERVIEW
CORPORATE SUSTAINABILITY
ESG INTEGRATION
Women in the Workplace
2026 Goals
Across Seniority Levels
In 2026, we will focus on deepening leadership accountability and ensuring sustained progress in gender representation across all levels of the firm. This includes enhancing succession planning and refining talent identification strategies. A key priority will be broadening recruitment efforts to attract and retain top female talent in underrepresented areas, particularly in investment management roles, where gender diversity remains an opportunity for growth. We will also continue leveraging data-driven insights to track progress, measure impact, and refine our approach to career development and leadership advancement. Additionally, we will strengthen partnerships with industry organizations that support women in finance, providing access to professional development opportunities, mentorship, and broader networks that help advance female leadership in the sector. By embedding these priorities into our long-term talent strategy, we aim to create a more equitable workplace where women have clear pathways to leadership, the resources to succeed, and the representation necessary to shape decision-making at the highest levels.
Executive Committee
33%
Department Head
27%
Director
29%
Manager
47%
Associate
41%
In Governance Roles and Committees 1
Executive Committee
33%
Management Committee
26%
Investment Committee
0%
Risk Committee
10%
ESG Steering Committee
40%
Donations Committee
33%
1 The Executive Committee and Management Committee are key decision-making groups within the firm and comprise both Executive and Management seniority levels.
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