RPIA SUSTAINABILITY REPORT 2022
OVERVIEW
INVESTMENT MANAGEMENT
FIRM
20
Workplace Equality Self-Evaluation This year, we applied our Workplace Equality Model on ourselves. Going forward, we aim to use this method of self-reflection to set ambitious and relevant goals for each of the five pillars to improve workplace equality and transparency and ensure that we apply the same expectations to ourselves as we do the companies in which we invest. We firmly believe in transparency and continuous self-improvement as vital components of our commitment to workplace equality. This is why we openly share our current score of 30 out of 100 on our own Workplace Equality assessment. These results grant us invaluable insights into areas requiring more focused attention in the upcoming years. Three major pillars where we have identified significant gaps are: PI - Participation (3/20), PII - Upward Mobility (3/20), and PIV - Equal Pay (0/20). It is important to note that some pillar scores may reflect data availability gaps. For instance, we do not yet have mechanisms in place to systematically track the gender pay gap. In the fiscal year 2023, our DEI journey will see strategic evolution, encompassing regular policy reviews, enhancement of our DEI data infrastructure, and introspective assessments of executive oversight pertaining to our DEI initiatives.
Setting Goals
This introspection has fortified our determination. It serves as a poignant reminder that achieving genuine workplace equality demands persistent effort and constant vigilance. We are proactively addressing these gaps, viewing them as chances to learn, evolve, and uphold the principles we deeply value. Our commitment has never been stronger, and we are keen to strengthen policies and initiatives that cultivate a setting where every voice matters, opportunities are evenly distributed, and remuneration is equitable. Collectively, we aim to sculpt a more robust, inclusive culture, drawing wisdom from our evaluations to better cater to our employees and clients. On page 11 , we outline our DEI and employee engagement goals for our 2023 fiscal year. Our ESG framework includes a proprietary Workplace Equality scoring module that provides information about an issuer relative to its peers based on five key pillars. Our Investment Team’s work has also helped inform our firmwide discussion on these matters, leading to improvements and initiatives at the corporate level as we strive to incorporate the standards we expect from companies in our portfolios into our own culture. About the Workplace Equality Scoring Module
The Five Key Pillars
PV
PI
Participation / Attrition / Recruitment
PI
Representation
Participation
Promotions / Entry Level / Diverse Candidates
PII
Board / Executive / Management / Action Plan
PIII
Equal Pay
Mobility
PIV
PII
Gender Pay / Top & Mid Quartile / Action Plan
PIV
Leadership
Minority Groups / Disability / Indigenous Engagement
PV
PIII
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