Diversity, Equity & Inclusion

Brandywine Global’s diversity and inclusion initiatives build upon a strong foundation which includes being intentional about upholding our core set of values AND translating those values into expectations of behavior to which all employees of the Firm are held accountable. We will ensure that how we attract, retain, develop and reward our employees is consistent with the values of our firm and the behaviors we expect.

Our 3 Stage DEI Process

The Firm encourages employees to connect with others on similar interests and objectives by participating in business resource groups of its parent company, Franklin Templeton. Those business resource groups can be found here.

In addition, Brandywine Global also encourages establishment and participation in its own affinity groups. Those include:

Brandywine Young Professionals Network

Developed by and for early in career professionals aimed at, among other things, professional development through sharing of experiences, mentoring and leveraging senior internal guest speakers.

Women’s Resource Group

A group focused on networking, advocacy and community.

Employee Responsibilities

DEI is everyone’s responsibility at Brandywine Global. It requires purposeful action every day. Every employee is responsible for:

• Respecting the dignity and diversity of all people.
• Creating an inclusive environment that is free from discrimination, harassment and bullying.
• Enhancing awareness of potential unconscious bias and how that might hinder our ability to be more inclusive and collaborative with one another.
• Focusing on conscious inclusion to be more intentional with our actions to drive diversity, equity and belonging.
• Committing to an individual goal as part of annual goals and objectives-setting to help Brandywine Global meet our DEI responsibilities.
• Taking an active role in helping us to build and maintain an inclusive workplace

We believe it is the responsibility of each employee to take ownership of living by the values (see puzzle) that are the foundation of our DEI Statement. To reinforce how important this is, our performance management process incorporates an expectation that it is not just what you achieve but how you achieve your results. If employees are achieving results but are not behaving consistent with our values, their compensation is impacted.

There is an expectation that each employee will act with integrity by demonstrating the values and ethics aligned to the Firm. Employees are looked to for guidance on standards and norms. Employees are also expected to take ownership and accountability for decisions, actions and outcomes. These expectations are set across all levels of the firm.

▶ Act with Integrity

▶ Take Owernship

▶ Be Curious and Challenge Conventional Thinking

▶ Debate with an Open Mind

▶ Build Strong, Diverse Relationships

▶ Strive for Balance

People Leader Responsibilities

People leaders are expected to adhere to the expectations of all employees and lead the charge to promote a diverse, equitable and empathetic working environment. They are expected to set the “tone at the top” by embodying the Firm’s core values and fostering an inclusive and respectful work environment. The firm’s DEI initiatives should be exhibited through everyday actions by retaining our talent by engaging and developing all employees within their respective departments. Building the pipeline is essential through sourcing and recruiting. This includes posting all open positions and ensuring final candidate slates and interview panels are diverse with at least one woman or one person of color. Leaders at all levels are expected to discuss employee well-being and incorporate DEI initiatives into employee discussions and check-ins.

DEI Council Responsibilities

The Council makes recommendations to senior management for the development or enhancement of policies and practices to eliminate diversity, equity, and inclusivity barriers (examples: recruitment, hiring, training, equity, advancement, retention, etc.) in line with DEI initiatives on the Council’s roadmap. Members of the Council serve as a resource in facilitating internal discussions pertaining to DEI topics. Lastly, the Council continuously monitors the Firm’s success on the implementation of DEI initiatives based on criteria determined by the Council and senior management.

Discrimination, Harassment and Bullying

Brandywine Global prohibits discrimination, harassment, and bullying of any kind. We are committed to providing a safe work environment and expect all employees, interns, applicants, contractors, vendors, consultants, and other persons interacting with Brandywine Global to treat one another with dignity and respect. It is Brandywine Global’s policy to comply with all applicable anti-discrimination, anti-harassment, and anti-retaliation laws and to provide equal employment opportunities to all employees, job applicants, and other covered persons without regard to unlawful considerations of race, sex (including pregnancy, childbirth, or a related medical condition), religion or creed, color, national origin, citizenship status, ancestry, disability, medical condition, marital status, age, sexual orientation, gender identity or expression, genetic information, military or veterans’ status, possession of a diploma based on passing a general education development (GED) test, having an association or relationship with an individual with a handicap or disability, or any other basis protected by federal, state, or local law, ordinance or regulation.

Employees can report conduct conflicting with the Firm’s commitment to diversity and inclusion to their supervisor, any member of the Global Management Committee or Executive Board, or Human Resources.

Right to Terminate or Amend

Brandywine Global reserves the right to modify, suspend, change or terminate this Policy at any time. This Policy does not create any contractual rights or obligations, whether expressed or implied.

Brandywine Global, as a Specialist Investment Manager of Franklin Resources, Inc., offers the advantages of an investment boutique backed by the resources and infrastructure of one of the world's leading asset managers. As such, the Brandywine Global DEI Council meets frequently with Business Resource Groups (BRGs) at Franklin Templeton, focused on diversity and inclusion, to share knowledge, best practices, and collaborate to progress shared goals. The teams actively engage in joint planning for events that recognize and celebrate our diversity such as Black History Month, Women’s History Month, and Asian American and Pacific Islander Heritage month among others.

The Firm encourages employees to connect with others on similar interests and objectives by participating in business resource groups of its parent company, Franklin Templeton. Those business resource groups can be found here.

In addition, Brandywine Global also encourages establishment and participation in its own affinity groups. Those include:

Brandywine Young Professionals Network

Developed by and for early in career professionals aimed at, among other things, professional development through sharing of experiences, mentoring and leveraging senior internal guest speakers.

Women’s Resource Group

A group focused on networking, advocacy and community.