Create a governance structure addressing the diverse demographics and needs of employees.

Janus Henderson is committed to improving diversity, equity and inclusion (DEI) for the benefit of the company, clients and people. We’ve developed a culture where Diversity, Equity and Inclusion isn’t just the responsibility of Senior Leadership and Human Resources - but a culture that empowers all employees to engage in our work.

To implement a structure that represents the needs of our employees and is agile enough to reflect the cultural nuances of the communities in which we operate. As a result, we created a DEI Committee, Regional Councils and Employee Resource Groups.

The DEI Committee is comprised of members from the Executive Committee, Human Resources and Senior Management. This committee is responsible for setting the firm-wide DEI strategy and providing direction and sign off to the recommendations of the Employee Resource Groups on diversity, equity and inclusion matters.

The Regional Councils are comprised of regional employees who identify aspects of DEI relevant and important in their region. They collaborate with the Committee and Employee Resource Groups to implement strategies at a local level. Three regional councils support our DEI strategy in EMEA, Asia Pacific and US.

The Employee Resource Groups are an employee-led effort providing employees with unique interests and backgrounds an opportunity to highlight unique training and development opportunities for Janus Henderson by sponsoring activities such as parenting classes, mentoring networks, internships, cultural awareness seminars and leadership programs for underrepresented talent. They welcome new participants who bring innovative ideas to the team and support our DEI mission. They are inclusive to all employees, regardless of background or location.

The DEI Committee, Regional Councils and ERGs have impacted the business by influencing the benefits and policies. The following policies, procedures and initiatives are currently in place to support the DEI agenda at Janus Henderson as a result of their work.

• Trans Employee Guidelines and Training
• Floating Holiday
• Sabbatical Leave
• Gender Neutral Dress Code
• Hybrid Flexible/Agile Working Policy
• Company-wide DEI objective for all employees on performance evaluations
• Enhanced Parental Benefits and Leave

In addition, we improved our Diversity, Equity & Inclusion Employee Engagement score to 83%, 3% higher than the 75th percentile New Measures industry benchmark.

Demesha Hill, Head of Diversity & Community Relations