ESG

• We maximise the use of video-conferencing facilities, which exist in all office locations and which serve to limit inter-office air travel by employees.
• We have purchased carbon credits from the Gold Standard carbon crediting programme to offset our business travel emissions. Towards the end of 2023, 173 carbon credits were purchased for a variety of climate projects, and we have purchased a total of 460 credits during the financial year, including a small contingency (which would in effect offset the utilities emissions from our Singapore office). This will offset all our business travel, including flights, mileage and hotel stays. Our purchased offset projects demonstrate additionality and permanence, ensuring that they are impactful and sustainable over time. Each carbon project used in our offsetting strategy meets at least three of the UN Sustainable Development Goals. By purchasing carbon credits from the Gold Standard Carbon Crediting programme, we aim to have a positive impact on the following Sustainable Development Goals in consultation with ECO3 Partnership Ltd: Zero Hunger, Good Health and Wellbeing, Gender Equality, Affordable and Clean Energy, Decent Work and Economic Growth, Climate Action, and Life on Land.

• In order to save paper we no longer post hard copy Proxy Forms, and encourage shareholders to vote online.
• The paper used in our Annual Report contains materials sourced from responsibly managed and sustainable commercial forests, certified in accordance with the FSC® (Forest Stewardship Council®).

• Our London office is underpinned by Renewable Energy Guarantees of Origin.
• Our West Chester, Pennsylvania office is supported by renewable energy credits, purchased from solar and wind resources.
• Our Rochester office is supplemented by renewable energy credits for wind power generated in New York State.
• Our Singapore office will be reviewed at the end of the current tenancy.

Statement on Slavery and Human Trafficking (November 2021)

In addition to the statutory obligations, CLIG is committed to maintaining transparent policies in respect of the following:

• Recognition of diversity through recruitment and promotion based on merit without regard to ethnicity, gender, religion, sexual orientation, disability, family or marital status, language, national origin, political affiliation, race, age, or any other characteristic protected by law.
• Strict adherence to and compliance with the regulatory requirements in force by all employees supported by clear guidelines that enable whistleblowing.
• Participation by employees in the Group’s activities through share ownership arrangements that encourage employee retention and minimise turnover; and
• Ensuring good practices and creating a workplace free of harassment and bullying and in which all individuals are treated with dignity and respect.

Gender Diversity

As an employer, CLIG is committed to equality and valuing diversity within its workforce. As noted above, we believe that people should be appointed to their roles based on skills, merit and performance. We recognise that diversity adds value, and our goal is to ensure that our commitments, reinforced by our values, are embedded in our day-to-day working practices. 

The gender ratio at the Board level as at 30th June 2024 was 40% female to 60% male. This is compared to 33% female on 31st July 2023, after the retirement of George Karpus from the Board on 31st July 2023.

Of our 117 employees, excluding Non-Executive Directors, 36% are female (2023: 35%), including 24% of senior management including Executive Directors (2023: 25%), and 38% of the remaining employees (2023: 37%).

Work/Life Balance

As the Group continues to adapt with advancements in technology, changes in culture, and the changing family circumstances of our employees, we try to be fair and flexible while retaining teamwork as one of our core values. 

Our management team and the Board continue to engage with the wider workforce on the topic of Work from Home (WFH) during the year. Since the pandemic subsided, we have progressed through the transition back to the office methodically, working with colleagues to find the right balance. Our WFH policy is reviewed on an annual basis, as we continue to work towards finding the right balance for the three primary stakeholders- Employees, Clients, and Shareholders.

The Group has a hybrid WFH policy with effect from 1st July 2024, where employees are provided a bank of flexible WFH days to use during the financial year, pending appropriate coverage on premise by colleagues in their respective departments.

Human Rights

CLIG is committed to respecting all human rights. Our operations and practices relevant to the workplace and community are aligned with the United Nations (UN) Universal Declaration of Human Rights. 

Learning and Development

Our employees are an asset to us. We recognise and support the importance of encouraging all employees to complete professional qualifications relevant to their role, in order to progress and realise their full potential. We partner with our employees and contribute towards their development by sponsoring their studies and providing study leave. This year we have sponsored employees for their CFA. This is in addition to the usual seminars and conferences our employees attend. Mandatory anti-money laundering and Code of Ethics training is provided annually to all employees. Employees also take responsibility for their own development via our annual appraisal process, where they are able to discuss further training where they feel it is necessary. Both subsidiaries transitioned to a new Human Resource Information System (HRIS), with CLIM implementing the system in February 2024 and KIM implementing the system in July 2024. We believe the improved system will provide our colleagues with an improved HR experience. 

We continue with the CLIG Security Education Programme (CSEP), which is a multi-faceted cybersecurity training programme that includes online courses and videos via a web-based portal. During the financial year, we conducted an assessment of our colleagues’ retention of their training and used the findings to adjust upcoming training to prioritise areas that need additional education. We are proud of our employees’ abilities to keep our data safe. Additionally, we use this web-based portal to provide training on Diversity, Equity, and Inclusion topics twice during each financial year.

In addition, the following training sessions are provided to all employees:

• Internal training on our investment management services.
• Awareness sessions on a regular basis to keep employees up to date with relevant aspects of the business.
• Induction programme to all new employees over a period of several weeks. It is an ongoing process to ensure new employees settle well into the Group and are confident in carrying out the full scope of their duties.

We have Group-wide policies on a range of social issues, including Diversity, Equity & Inclusion, Anti-Slavery & Human Trafficking, Anti-Corruption & Bribery and Whistleblowing. 

CLIG’s Diversity Working Group which includes the CEO and other employees (including HR) is responsible for: 

• Reporting and assisting in the implementation of diversity, equity & inclusion-related initiatives.
• Researching best practices, discussing issues raised by employees and implementing solutions across the Group.
• Identifying training needs for employees and distributing them via a web-based portal.

CLIG seeks to encourage employees to regularly participate in community support activities across a wide spectrum of causes that encompass both monetary and non-monetary efforts to help raise awareness. In turn, this fosters a culture of leadership, teamwork and appreciation within our Group and community. Our long-term goals include:

• Encouraging employee volunteer work in community activities.
• Engaging in programmes that make communities better places to live and work.
• Using local suppliers to help support businesses within the community.
• Raising awareness, sharing efforts and encouraging participation via COLeague news, our internal newsletter.

Illustrative list of employees’ participation in FY 2024 include:

• United Way Day of Caring, to weed and clean the grounds of a local religious property (US).
• Spring Cleaning Drive for a local homeless shelter (US).
• Socktober Drive to collect new socks for the homeless in advance of the winter months (US).
• Thanksgiving Food Drive for a local food pantry (US).
• Annual Toy Drive during the Holiday season for a local shelter (US).
• Gift cards for the homeless students at the local University (US).
• “Feed a Child This Christmas” bake-off (UK).
• Various athletic achievements and fundraisers to support various causes (US and UK).

As a matter of policy, CLIG does not make donations to any client-related charity, event or activity, or to any political party or candidate.