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, following the law set by the Equality Act 2010 in the UK, and in local jurisdictions of our offices.
Under the UK Corporate Governance Code 2018, the Board is required to agree a mechanism to ensure ongoing engagement with the workforce. Rian Dartnell, Chair, has been designated as the Non-Executive Director for employee engagement.
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 30 June 2026 was 20% female to 80% male, which was the same as at 30 June 2025. Of our 96 employees, excluding Non-Executive Directors, 43% are female (2025: 38%), including 29% of senior management including Executive Directors (2025: 31%), and 45% of the remaining employees (2025: 39%).
Work/Life Balance
One of the Group’s core values is the importance of in person collaboration in the workplace. The Group has a hybrid Work From Home (WFH) policy that prioritises employees working together in the office, but allows for flexibility and fairness to aid an employee achieve the work/life balance they seek.
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. As both operating subsidiaries are active investment managers, we sponsor employees for their Chartered Financial Analyst (CFA ®) designation and annual membership where the designation is relevant for their role or career path. Employees also take responsibility for their own development via our annual appraisal process, where they are able to discuss further training needs with their manager.
We continued 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. We are proud of our employees’ abilities to keep our data safe, and their commitment to monthly training and phishing exercises. Additionally, we use the web-based portal to provide training on Diversity, Equity, and Inclusion topics twice during each financial year. Mandatory Code of Ethics training is provided annually to all employees, along with training on topics as required due to working in the regulated asset management industry.