Responsible business continued People and communities
Our policies are designed to ensure that access to training, career progression, promotion, and health and wellbeing support is as fair and inclusive as possible for everyone. Key initiatives include: • Inclusive hiring: Gender-balanced shortlists, diverse interview panels and flexible working arrangements. We select individuals based on skills, qualifications and experience. • Leadership accountability: DE&I objectives embedded in senior leaders’ performance scorecards. • Supportive policies: Covering domestic abuse, sexual harassment, menopause, mental health, gender transitioning and inclusive family leave. • Gender equity: Enhanced parental and adoption leave, including up to six months of full pay for maternity leave and up to six weeks of full pay for paternity leave. • Ongoing education: Training and resources to help leaders foster inclusive environments. We also partner with organisations such as LGBT Great, City Hive, Menopause in the Workplace and Women in Finance Charter | Brooks Macdonald, to advance representation across our industry. We are committed to equality and inclusion, and addressing our gender pay gap is a key component of achieving this. To read more about our approach, see our Gender-Pay- Gap-Report-2024.pdf on our website.
I decided to embark on a journey to become a financial planner. To start, I funded myself through financial qualifications. I quickly realised that I wanted to join a company that would both support me through exams and provide training. I was lucky enough to find this within the Academy. The process is not easy, but if you are committed, it can be highly rewarding. LIFT offer top-quality advice to clients and really sets the benchmark for where you need to be. I know exactly what I need to do to become a successful adviser within the company. I highly recommend the Academy.”
James Potter Financial Planner
The Brooks Financial Academy The acquisition of LIFT enables us to invest and grow the Brooks Financial Academy, a structured five-year development academy tailored for both school and college leavers and graduates aspiring to become chartered financial planners. This complements our own development and trainee programmes offered across investment management, distribution and financial planning, and offers another entry point to a career in financial planning. The programme offers a clear, progressive pathway through the business, starting in technical support administration, moving into client support, then paraplanning and ultimately leading to a fully chartered financial planner role.
Diversity, equity and inclusion We are committed to building a culture where everyone feels valued, respected and empowered to thrive. Guided by our ʻInclusive by Designʼ philosophy, we embed inclusive practices across all areas of our business from recruitment to leadership development. We promote equal opportunities and ensure that no job applicant or employee is subject to discrimination or less favourable treatment on the grounds of gender, marital status, nationality, ethnicity, age, religion, sexual orientation, caring responsibility or disability. If the circumstances of an employee changes during their time with us – for example, disability, caring responsibilities or sexual orientation – we make every effort to support their continued employment through appropriate adjustments, training and development.
Participants work toward completing 15 professional exams over the course of the programme, gaining both the technical knowledge and practical experience needed to thrive in the industry. ʻ Inclusive by Design ʼ Inclusion is not an initiative; it is embedded in everything we do. Our ʻInclusive by Designʼ philosophy challenges us to think differently, act intentionally and build a culture in which every voice matters. By embracing cognitively diverse perspectives and creating a safe environment, we empower our people to bring their whole selves to work and do their best work. When our people thrive, everyone wins – our clients, shareholders and company.
38 Brooks Macdonald Group plc Annual Report and Accounts 2025 Brooks Macdonald Group plc 38
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