Inclusive Culture

We believe that the transition to a more sustainable economy is closely linked to the transition to a more equitable society.

Impax’s vision in this area is to continue to build an inclusive, equitable culture where everyone feels they belong, are valued as individuals, and can thrive – bringing all aspects of themselves to work.

Equity, diversity & inclusion are critical to the success of the companies in which we invest, to our own organizational excellence, and in creating opportunity in the communities in which we operate.

Our investing, stewardship and advocacy¹

• As investors, we believe there is often a positive correlation between workforce diversity and strong company financial performance.
• We assess this through our quantitative work related to the Impax Corporate Culture Indicator and Impax Gender Score, and through our annual review of the literature related to diversity and inclusion.
• E,D&I² continues to be central to our investment and engagement process: through consideration of diversity indicators in our fundamental research, and through our established track record of principled proxy voting, successful company engagements and collaborative public policy.

Our business

• Inclusive culture: to build and promote an inclusive culture across all facets of diversity, as a way of improving our business success.
• Governance and accountability: the Inclusive Culture Group is sponsored by a Non-Executive Director and the CEO. E,D&I objectives are incorporated into executives’ annual performance scorecards.
• Aspirational goals: to support Impax’s aim that the business reflects the markets in which we operate at all levels of the organisation. Our aspirational goals focus on gender and race/ethnicity as a measurable proxy for our broader aims.
• Talent: to ensure all colleagues receive equitable opportunities throughout each stage of the employee lifecycle, including equitable pay.
• Mentorship and coaching: colleagues participate in inclusive third-party cross company and inhouse programmes.
• Equity: annual reporting of demographic progression, gender pay gap, promotion, and turnover metrics. Offering equitable and inclusive HR policies.

Creating opportunity: partnerships & impact³

• We partner with organizations that spotlight the unique challenges faced by women and minority ethnic individuals within our industry.
• We offer people from socially diverse backgrounds the opportunity to work in the investment management space.
• We collaborate with our partners and suppliers on E,D&I issues.
• We are signatories of Women in Finance and Race at Work charters.⁴

¹For further information on investee company engagement, see our 2024 Stewardship & Advocacy Report.
²E,D&I is defined as equity diversity and inclusion.
³Details of our memberships can be found at: Memberships – Impax Asset Management (impaxam.com).
⁴For more information about Women in Finance, see: Women In Finance. For more information about Race at Work, see: Race at Work Charter Signatories – Business in the Community (bitc.org.uk)