RPIA SUSTAINABILITY REPORT 2023
OVERVIEW
INVESTMENT MANAGEMENT
FIRM
15
Improving Workplace Equity
2023 Progress In FY2023, we made meaningful strides toward improving workplace equity by appointing Dannielle Ullrich, CFO & COO, as RPIA’s DEI Lead. In this role, she oversees the development and implementation of our diversity, equity, and inclusion strategy, which includes setting goals, creating inclusive policies, and ensuring these principles are embedded across the organization and aligned with our broader objectives. We also established the ESG Steering Committee, a diverse group drawn from various business units, tasked with driving RPIA’s ESG strategy forward. Dannielle sits on this Committee, providing oversight of DEI training initiatives and data analysis, and collaborating with business units to foster a culture of inclusion. Her appointment as DEI Lead underscores our commitment to diversity, equity, and inclusion at the highest level of our leadership. Please see Page 21 for further details related to the ESG Steering Committee. 2024 Goals In FY2024, we will continue to refine and strengthen our DEI strategies to ensure we hire and develop the best talent possible for roles across the organization. We will be bringing on a new Chief People Officer, who will ensure alignment with strategic and productivity goals. This individual will be responsible for talent acquisition, development, and retention, fostering an inclusive work environment and developing and implementing policies and procedures, managing employee relations and driving initiatives to enhance employee engagement and retention. We will continue to perform ongoing policy reviews, explore enhancing our approach to a diverse and inclusive workplace, and ensure robust oversight to maintain alignment with our broader firm objectives. The ‘Women in the Workplace’ data covering representation across seniority levels and in governance roles underscores areas of improvement. While representation in leadership positions has grown, particularly at the executive level, there remains work to be done to ensure equitable representation across seniority levels and in governance roles. Over the next few years, we are committed to advancing gender equity through deliberate actions that can bridge existing gaps and create a more inclusive leadership pipeline. In FY2024, we will continue leveraging targeted recruitment strategies to engage diverse talent pools through dedicated platforms and networks, broadening our reach to qualified candidates. Additionally, we recognize that external partnerships are key to sustaining this progress. In FY2024, we will deepen our relationships with women’s organizations and academic institutions to ensure we attract and nurture future female leaders in finance. To address leadership gaps, we will continue our commitment to developing talent through structured leadership development programs. These programs will offer women the tools needed to break through barriers, including targeted coaching, mentorship opportunities, access to external leadership courses, and improving their visibility within the industry. As we look ahead, our goal is to continue building an equitable and inclusive environment where women can have the access and resources they need to thrive at all levels of the organization, particularly in the roles and committees where gender diversity remains underrepresented.
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