Liontrust is committed to building a workplace that fosters diversity, equity and inclusion for its staff. Achieving diversity and inclusion is an ongoing objective for the Group and one that is linked to Liontrust’s executive remuneration (10% weighting).
The financial services industry is working to achieve greater diversity, including increasing representation of women and individuals from under-represented ethnic and/or educational backgrounds.
While it takes time for DE&I-related efforts to have an impact, Liontrust is working towards greater inclusivity and diversity in its workforce. During 2024, the Group undertook the following events/efforts as part of raising awareness for DE&I:
• Training and webinars provided by an external DE&I partner with sessions for senior leaders and for all staff
• Promoted Pride Month through an advocacy session with Baroness Ruth Hunt
• Promoted Black History Month through a book club and available webinars on the theme of reclaiming narratives
• Hosted a panel of the Board and employees for International Women’s Day who discussed their career journeys
• Launched a Women’s Network with a series of structured workshops hosted by an external coach
• Completed a DE&I-focused survey
• Joined LGBT Great, who help workplaces become authentically inclusive for LGBTQ+ people and allies
The Board regularly reviews the gender split across the Group and keeps in focus the issue of underrepresentation of women in senior management. Liontrust has improved the diversity of the Board over the last few years, which currently has 50% female representation. The Board will continue to work to ensure the composition of the Board and the workforce is representative of wider society.
Liontrust’s current gender balance is broadly 5:4 male:female with men predominantly in leadership positions. This reflects the history of the asset management industry, past acquisitions and is typical of the financial industry. The Board and senior management are actively seeking to address this and continue to invest in leadership development at the ‘direct report’ level and in focused networking that is accessible for all female staff. Senior management continue to focus on attracting and retaining female talent by maintaining policies and creating a culture to address the gender balance and gap at Liontrust.
In 2025, the 182 permanent employees/members is broken down as follows:
| 2025 | Male | Female |
| Employees | 45% | 41% |
| Members of LLPs | 12% | 2% |
| Total | 57% | 43% |
For the same group of employees and members, the seniority is broken down as:
| 2025 | Male | Female |
| Heads of Department | 8 | 2 |
DE&I survey
To gain a full understanding of how employees feel and experience DE&I today, Liontrust launched a survey with a DE&I focus. The 24 questions covered areas of inclusion, equity, growth, decision making, voice and diversity.
The survey had a participation rate of 72%, which is very strong for a DE&I survey. 84% of staff were positive on diversity and 77% were positive on inclusion, so three out of four feel a sense of inclusion, with under one in 10 ‘on the fence’.
During the year, the DE&I Committee aimed to address other DE&I-related areas such as disability, neurodiversity and social mobility, in addition to some of the areas mentioned above. Importantly, Liontrust’s Executive remuneration is linked to DE&I.
