By getting this right, we will have embedded inclusion, created opportunity for all talent, and develop cognitive diversity that powers innovation. This creates value for clients, member firms and individuals as well as finance globally in the long-term.​

In this future, representation improves, culture thrives, and the industry appeals to, attracts and develops a broad range of exceptional talent.​

This finance industry earns trust because it delivers sustainable success to clients. ​

An Advisory Council (AC), made up of CEOs or C-suite equivalent and meets every 2-3 months. Its function is to provide input on the priorities for Inclusion in Finance and to offer support and guidance to the communities. As key decision-makers in their firms, they can take recommendations back into their organisations and effect change.

The Steering Committee (SC) is made up of representatives of all member firms. Meeting every two months, its job is to provide input, support and leadership for the communities. Its members are encouraged to share case studies of initiatives successfully carried out in their own organisations, as well as taking new ideas and recommendations back to implement in their firms.

Communities comprise employees of member firms who are passionate about a specific aspect of diversity or inclusion. These groups are largely self-organising. They determine their goals and objectives each year, deciding which initiatives to pursue and what events to run in order to raise awareness or create networking opportunities. The current community structure is shown here. They are also responsible for populating their relevant Dimensions of Inclusion pages with best practice and guidance documents, case studies, role models and links to useful information and organisations. These groups typically convene once a month to discuss progress. Group leads meet every two months to share progress and ensure that any overlaps or omissions are addressed.