A firm equally led by women and/or diverse individuals

Since the firm’s founding in 1973, Callan has supported a collegial, inclusive culture. The firm has always taken steps to develop diverse talent and ensure gender diversity at all levels. Examples include:

• Maintaining an employee-owned business model allows us to focus on long-term objectives, such as promoting a healthy culture and creating a more diverse organization
  
  
• Creating the Callan Inclusion Committee, which reports on diversity and inclusion initiatives at Callan and in the investment industry
  
  
• Ensuring the senior team’s involvement in decisions, whether it touches on mentorships promotions, or committee leadership, for example
  
  
• Recognizing a number of talented women, who then took on new roles and responsibilities, including the positions of chief operating officer, chief compliance officer, and head of fund sponsor consulting
  
  
• Ensuring associates are paid fairly and equitably through our Compensation Committee, which comprises 50% women
  
  
• Tracking positions by gender and ethnicity throughout all levels and at each Callan office

The result is a diverse and inclusive team: (as of December 31, 2019)

• 52% of management committee is female and/or diverse
• 58% of managers are female and/or diverse
• 57% of employees are female and/or diverse
• 49% of shareholders are female and/or diverse

From our viewpoint, when an organization has women and people of diverse backgrounds in senior positions, promoting women and/or diverse people becomes part of the natural process.