Diversity, equity, and inclusion are at our core. At Capitalsave Investment Partners, our client’s portfolios aren’t built by a single manager.
They’re built by diverse teams that bring different points of view and their own ideas to help investors reach their long-term goals. This distinctive approach is part of our commitment to embrace all aspects of diversity, equity and inclusion. It helps us unlock the power that comes from building teams that encourage active voices at every level.
We believe the success of the people who invest with us depends on the people in whom we invest.
At Capitalsave Investment Partners, diversity and inclusion are critical to our success. By fostering an environment that embraces diverse perspectives we become better investors and better problem solvers. Embracing diversity nurtures creativity and collaboration. A diverse, inclusive environment makes us good listeners, empathetic to the needs and aspirations of our clients. Lastly, diversity and inclusion are values that attract, develop, and retain exceptional colleagues.
At Capitalsave Investment Partners we provide equal employment and advancement opportunities for all individuals regardless of age, race, ethnicity, gender, sexuality, disability, religion or other characteristics. We are committed to creating a diverse and inclusive workplace where all individuals feel valued, listened to, treated fairly and respected
Senior management take specific steps to foster this environment and cultivate inclusiveness through appropriate training at all levels and regions. We pursue diversity initiatives in recruitment, mentoring, training and workplace flexibility. We have signed the Women in Finance Charter, 30% Club and the Diversity Project to accelerate our progress toward our diversity and inclusion goals. We cannot preach inclusion without practicing it. All our staff experiences and perspectives are invaluable to making Capitalsave Investment Partners a more diverse, inclusive, and successful company.
We learn every day from the day we are born.
As kids, much of what we learn is belief – what we
think is true. As adults, we naturally get trapped
in these beliefs such that it’s difficult to see another perspective.
As corporate citizens, our collective potential suffers.
The goal of our DE&I program is to help us systematically challenge
what we think we know.
It fosters a mindset of curiosity and growth by
highlighting unconscious bias, exposing different views and encouraging courageous conversations
More about ourselves and each other.
Beliefs and bias holding us back
The behavior's and actions most likely to move our business forward
WOMEN IN FINANCE
In 2018, Capitalsave Investment Partners signed the Women in Finance Charter with the goal of increasing the proportion of women in senior management positions within Capitalsave Investment Partners globally to 25% by 2022.
When Capitalsave Investment Partners signed up to the Charter in September 2018 we had 16.7% female representation in senior management positions as at 31 December 2017 and we have been making steady progress in increasing the number of women in senior positions and remains committed to achieving the target set .
As at 31 December 2019, we had 19.6% female representation in senior management positions. Capital Investment Partners has also made good progress on our broader Diversity and Inclusion agenda. It remains dedicated to improving diversity for the benefit of the business - for our people, our clients and our workplace culture - and recognises in particular the benefits of increased diversity in senior management.
OUR BUSINESS RESOURCE GROUPS
From training to company-wide discussions, social responsibility has risen to the top. That includes employee-led business resource groups—comprised of individuals who share common characteristics or experiences, along with their allies. These nurture an inclusive workplace through open dialogue and facilitating learnings for everyone.
Women's Initiatives and Allies
Accelerates change by engaging, inspiring and developing our female colleagues. Strives to impact business performance and establish our firm as a place where women thrive.
Veterans and First Responders
Invites everyone to “continue the mission” by championing our vets and first responders and joining them in community service. Promotes managerial effectiveness, leadership development and communication.
New, Changing Careers and Returning Workers
Enables progress among those just starting out, changing careers or returning to the workplace. Provides opportunities for career development, community involvement and networking.
Employees of Color
Encourages authenticity among different minorities, ethnicities and cultural backgrounds. Links their work with internal and external communities, and currently supports three chapters: Black, Asian, and Latinx Employees.
An inclusive environment for LGBTQ colleagues, and their family members and community. Ensures LGBTQ employees feel safe, welcome and valued in the workplace
Measuring our change
Numbers can’t tell the whole story, but a closer look provides an at-a-glance snapshot of where we are and where we still need to go. These benchmarks will help guide us as we build a path forward
Workforce is defined as all full and part-time salaried associates (which includes overtime eligible associates). Due to rounding, totals may vary from sum of individual components and percentages reflect a share of total and may vary. Data as of 12/31/2020, generated on 1/7/2021.
Leaders are defined as senior managers and above. Race/ethnicity data include only U.S. associates whose race/ethnicity is collected for EEO-1 reporting purposes. Other includes American Indian or Alaskan Native, Native Hawaiian or Other Pacific Islander, and Two or More Races. Due to rounding, totals may vary from sum of individual components and percentages reflect a share of total and may vary. Data as of 12/31/2020, generated on 1/7/2021.
Race/ethnicity data include only U.S. associates whose race/ethnicity is collected for EEO-1 reporting purposes. Other includes American Indian or Alaskan Native, Native Hawaiian or Other Pacific Islander, and Two or More Races. Due to rounding, totals may vary from sum of individual components and percentages reflect a share of total and may vary. Data as of 12/31/2020, generated on 1/7/2021.
Race/ethnicity data include only U.S. associates whose race/ethnicity is collected for EEO-1 reporting purposes. Other includes American Indian or Alaskan Native, Native Hawaiian or Other Pacific Islander, and Two or More Races. Due to rounding, totals may vary from sum of individual components and percentages reflect a share of total and may vary. Data as of 12/31/2020, generated on 1/7/2021..
Workforce is defined as all full and part-time salaried associates (which includes overtime eligible associates). Race/ethnicity data include only U.S. associates whose race/ethnicity is collected for EEO-1 reporting purposes. Other includes American Indian or Alaskan Native, Native Hawaiian or Other Pacific Islander, and Two or More Races. Due to rounding, totals may vary from sum of individual components and percentages reflect a share of total and may vary. Data as of 12/31/2020, generated on 1/7/2021.
We invest in our DE&I goals with the same boldness and rigors that we have when investing on behalf of our clients. And while we’ve made strides, we know we still have work to do to keep striving for more diverse representation in leadership and throughout our organization. That’s why we’ve launched inclusive hiring and promotion training — to help create a fair, consistent and equitable candidate experience. It’s only with a more inclusive team that we will be able to accomplish our mission: improving people’s lives through successful investing
Representation of women among global senior managers
Representation of Black/african Americans among U.S associates
Representation of Black/African Americans among global senior managers(In the U.S)
Representation of underrepresented minorities among senior managers(In the U.S)
As a company that left the financial epicenter of Wall Street during the Great Depression and set itself up on the West Coast, we are not afraid to be different and set ambitious goals. Today, we’re bringing those goals to DE&I and are learning along the way. We’re challenging norms. We’re setting higher benchmarks. And we’re pushing for a more inclusive workforce. To make a difference, we are not afraid to do things differently.
From recruitment to leadership, our flagship programs are designed to both mentor and advance the career paths of underrepresented associates.
Programs like Capitalsave Investment Partners Group and Women Leading AI focus on female employees while Capitalsave Investment Partners and emerging leaders are focused on racial diversity across the board.
We have tailored our benefits and wellness programs to support the needs of the diversity of our associates.
That means resources for early-career team members, those caring for aging loved ones, single parents, LGBTQ+ families, transgender associates and more, all with a focus on physical and mental well-being.
To help mitigate any potential unconscious bias from the early-career hiring process, our Talent Acquisition Team stopped sharing resumes with hiring managers, so they could focus on the candidate — their background, experience and thought process.
As a result of our DE&I efforts, we hired a more racially and gender diverse pool of interns, with 50/50 gender balance and 58% representation from racial minorities.
At Capitalsave Investment Partners, our pay practices focus on fairness. Each role within our organization is compensated based on the responsibilities of that role and the experience and performance of the associate — irrespective of race, ethnicity or gender identity.
And we're proud to say that a fair pay study conducted by an independent consultant demonstrated that we have pay equity bro
We believe that equities represent an opportunity for investors to participate in the significant long-term wealth created by individual corporations globally. In a crowded marketplace, our global equity team provides a unique approach for investors looking for a differentiated, proven and repeatable long-term approach to this important asset class.
Proven: strong performance over the past two decades, through a range of market conditions
Repeatable: a clearly defined, iterative process, based on exploiting slow-moving market inefficiencies.
We believe that business fundamentals are the long-term drivers of stock prices. However, we recognise that different fundamentals matter at different points of a company’s life, and that these are often unappreciated or misunderstood by the market.
Our approach therefore aims to identify and exploit these inefficiencies, identifying stocks that we believe have superior shareholder wealth creation potential, at attractive prices. We use custom tools, technology and data to identify neglected opportunities and manage the complexity of global equity markets. We use this data within a proprietary framework to help drive our analysis, with our Corporate Life Cycle concept sitting at the heart of this.
We consider that corporate returns on productive capital and growth tend to progress along a Life Cycle and every company can be located economically in one of five Life Cycle categories, from early stage accelerators and growth compounders to more mature returners and turnarounds.