Annual Report 2017

104 / 204

102 Rothschild & Co | Annual Report 2017
Corporate Social Responsibility
manager, and there will be sessions on managing mental health in the
workplace later this quarter. In addition, the structured development
programme for Analysts and Associates reached the end of its first
18-month rollout, and it has now been evaluated and amended to create a
broader and more in-depth two-year programme which continues to provide
technical, personal and client skills training alongside on the job training.
A similar programme has also been developed and rolled out in Switzerland,
called the Career Development Programme.
Global Graduate Training Programme: this programme is run on an
annual basis for Global Advisory, Asset Management, Merchant Banking
and Private Wealth graduates. The programme commences with a
week-long corporate induction covering business-led presentations,
personal development sessions run by external training providers and
concludes with a two-day residential programme. The Global Advisory,
Merchant Banking and Asset Management graduates then undertake a
further four weeks of intensive technical training. The main programme
is based in the United Kingdom but additional training sessions also take
place in the various global offices as necessary.
Compliance Training: is provided through e-learning and face-to-face
training workshops to all employees globally, depending on their role
and local regulatory requirements.
Performance Review: line managers are offered training prior to the
Performance Review Process each year to enhance their skills in managing
performance and giving feedback, with a focus on objective setting. In
Private Wealth, several workshops have been held in London and Zurich
and a number of individual coaching sessions for line managers were
organised. With the change of the financial year, the Performance Review
Process has had a light touch approach and we have organised coaching
for managers on a needs basis.
This year has seen an introduction of self-management programmes
supported by our initiative (please refer to Section 3.7
below for more details). Further courses: “Optimise your Mindset”, “Meet
your Mind”, “Influence and Impact” and “Mindfulness” have been offered
to Support, Global Advisory and Private Wealth and Trust staff.
Moreover, in France, management training was organised for employees
whose position has evolved following the merger between Rothschild & Co
and Compagnie Financière Martin Maurel and the legal and economic
reorganisation of the Rothschild & Co and Martin Maurel groups following
the merger (as described in Section 1.4.1 of the Results for 2017 Financial
Year Section – see details on page 51) in order to assist them in facing
these changes. It focused on what skills are required for their new role as
managers.
Rothschild & Co does not record the number of training hours for office
locations other than Paris; however, in the UK 261 training events took
place with 2,368 employees from the UK office locations and with staff from
other office locations also attending. In France, a large budget is allocated
to the individual training of employees, in excess of the legal obligations.
In this context, 217 training events were provided, representing 7,530 of
training hours.
In addition to these global training programmes, each office location has
its own training policy and programmes.
3.7 Equal opportunities
Rothschild & Co hires the most talented individuals, from a diverse range
of backgrounds, cultures and experiences and is committed to provide
equal opportunities in employment. In addition, Rothschild & Co aims to
ensure that it, and each office location, will not unlawfully discriminate in
employment because of race, colour, religion or belief, gender, national
or ethnic origin, disability, age, nationality, marriage or civil partnership,
pregnancy or maternity, sexual orientation or gender-reassignment. It is
therefore Rothschild & Co’s policy to make every effort to provide a working
environment free from harassment, intimidation and discrimination,
behaviours which it considers to be unacceptable behaviour.
The policy applies to all areas of employment including recruitment,
the terms and conditions of employment, training, career development,
replacement, promotion, transfer, redundancy, rehiring, benefits,
compensation, retirement and termination.
As an equal opportunity employer, the Group seeks to recruit on the basis
of experience and ability ensuring that the best candidate for the position
is recruited. Only those qualifications and skills which are important to the
role will be the criteria for selection for recruitment and promotion.
Respect for diversity and an inclusive culture are central to the Group’s
success. As such, Rothschild & Co supports various personal development
initiatives including mentoring and membership of networking organisations
and forums to connect its professionals and promote inclusivity across the
firm.
Rothschild & Co has been participating in the “Charte de la Diversité”
since 2005. In this regard, the Group aims at having objective criteria in
its recruitment, appraisal and compensation processes and it informs and
trains its managers on this important subject.
The Network for Knowledge (NFK) Committee is a City-wide, cross-firm
organisation in London for women founded by Goldman Sachs International
in 2007. This committee comprises senior women from law firms and banks
including representation from Rothschild & Co. It aims to connect female
professionals from across these fields and to address the issues that affect
their career development. The NFK organises regular networking events,
training sessions and seminars including an annual flagship event. There is
a cross-firm mentoring programme in which a number of professionals from
Rothschild & Co participate.
Mr. David de Rothschild, the Chairman of Rothschild & Co’s Managing
Partner, is one of the 259 members of the 30% Club which aims to increase
female representation on FTSE-350 boards by 2020 from the current
industry average of 24.8% to 30%. This initiative was launched to support
and encourage women’s career development and to garner support from
chairmen and companies to recognise and cultivate talented women up to
board level.