We reward great performance
We aim to offer a market-aligned reward package that rewards great performance, and enables you to choose benefits which suit your needs. We are proud of our reward package, and are committed to delivering fair outcomes, based on performance, not personal characteristics.
The highlights of our package are:
- Market aligned salary
- Generous pension scheme
- Performance dependent annual bonus
- 4% benefits allowance, which you can choose to spend on a range of benefits
- Private medical insurance and bi-annual health screening
- Life assurance
- 25 days holiday
- Free financial advice
We support flexible working
There’s a life at work and a life outside of work. We recognise the diverse needs of our employees in managing the responsibilities of their work and personal lives. We know that for many, where, how and when you work has changed radically because of the pandemic.
Achieving an effective balance can benefit both our business and our employees. We know that rethinking the way work can be done and allowing employees to balance their multiple commitments can improve productivity, provide extended hours of service and help recruit and retain quality employees.
The main types of flexible or hybrid working we may consider are:
- Informal flexible working
- Reduced working hours
- Job sharing
- Homeworking and hybrid working
You belong with us
Diversity
At Schroders Personal Wealth, diversity and inclusion are integral to our culture and we are dedicated to creating an inclusive environment for all our colleagues. We believe that our workforce should reflect the vast diversity of the communities we serve, and that diverse voices should be elevated and intentionally integrated across all levels at SPW.
We embrace individuality and encourage diversity of identity, experience, and thought. We actively strive for inclusive behaviours and actions across our company and our work, including making appropriate adjustments for impairments and medical conditions to ensure equal opportunities for all.
By promoting these values, we are committed to creating a positive work experience by encouraging a sense of belonging where everyone, irrespective of difference and background, can make an impact and reach their potential and together we will change lives.
Wellbeing
We prioritise a wellbeing culture for colleagues to thrive and create a sense of belonging at work and we encourage speaking openly about mental health to dispel the stigma and break barriers to understanding.
We are committed to having clear, fair and transparent policies that support and encourage employee well-being and recognise that the whole well-being of our colleagues really matters. We provide this through our strategic focus on four pillars of Physical, Mental, Financial and Social wellbeing and provide access to benefits and partnerships such as EAP, Workplace Adjustments, Occupational Health & BUPA.
We encourage and empower a proactive, colleague led approach to wellness, support, interventions and training with role models across all levels of the organisation.
Gender pay gap
Our vision is for all colleagues, whatever their role or circumstance, to have the resources and flexibility they need to achieve what’s important to them, both inside and outside work.
We are committed to doing more to ensure all colleagues have equal opportunities, for example, through promoting agile working, supporting career progression of those with high potential, and being certain our recruitment process leaves no room for bias. Measuring and addressing the gender pay gap plays a huge part.
The gender pay gap is the measure of the difference in average pay between all men and all women across an organisation, expressed as a percentage. It is regardless of their role, seniority, length of service or location and any other differentiating factors. It helps us to identify what is working as well as addressing where more action is needed to support and empower women as we grow our business. This is our first Gender Pay Report as a business, and we are committed to monitoring the numbers closely over the coming years, and doing more to improve gender diversity.
Read our Gender Pay Report 2022 here.