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Diversity, Equity & Inclusion

Statement From Leadership

“A core ingredient to our investment success has always been our willingness to challenge our assumptions and each other firmly and directly, but with an open mind and complete respect. We continue to bring that same approach as we lean into issues of race, diversity, and inclusion.”

- Adam Spector, Managing Partner

Brandywine Global Diversity and Inclusion Statement

At Brandywine Global, it is important that our employees are valued, included, and empowered to do their best work. We recognize that each employee’s unique experiences, perspectives, and viewpoints add value to our ability to create and deliver the best possible service to our clients and partners. We have established a Diversity, Equity, and Inclusion Council (DEI Council) to spearhead our diversity and inclusion efforts.

The mission of the DEI Council is to promote diversity, equity, and inclusion as the Firm’s way of doing business through strategic advice, education and awareness, and accountability through measurable goals. The DEI Council reports into our Executive Board and has the following responsibilities:

  • Formulate 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.)
  • Inform and consult with senior management regarding the implementation of DEI initiatives on the Council’s roadmap
  • Work with HR to maintain an internal educational program for employees to develop and deepen understanding of DEI at Brandywine Global
  • Serve as a resource in facilitating internal discussions pertaining to DEI topics
  • Work with business leaders to evaluate external suppliers and related processes to identify ways to incorporate diversity and inclusion objectives
  • Continuously monitor the Firm’s success on the implementation of DEI initiatives based on criteria determined by the Council and senior management

The DEI Council provides strategic advice and recommendations to our executive board and senior management. The council is focused on diversity objectives in areas such as recruitment and hiring, education, and equity, retention and growth. The DEI Council is demographically diverse with representation across various functions of our organization, such as, investment management, marketing, finance, operations, regulatory and investment compliance and information technology. Our goal is to draw on and fully leverage the wisdom of a workforce that reflects the population we serve. We have included the core elements of our diversity and inclusion model below.

1. Accountability

Building a strong foundation of accountability which includes being intentional about stating our core set of values and translating those values into expectations of behavior that all employees are held accountable to.

2. Within Our Firm

Ensuring how we attract, retain, develop and reward our employees is consistent with the core values of our firm and the behaviors we expect. In addition to being more intentional about hiring and developing a more diverse talent pool, we have implemented the following across the Firm (including portfolio management):

  • Support our leaders in their journey to understand how their behaviors, biases and ways of communicating can help or hinder an inclusive workforce through unconscious bias training.
  • Maintain a required D&I educational curriculum for all executives, senior management, and managers which focuses on a number of areas including “understanding race & ethnicity in the workplace”, “engaging in levels of allyship”, “creating a gender equal workplace”, and “inclusive talent management.”
  • Ensure managers and employees understand what it means to support an environment free of harassment through mandatory annual anti-harassment and unconscious bias training.
  • Promote blind resumes at the onset of the candidate review process.
  • Updating our policies, as needed, including a paid parental leave program above and beyond what is required by law to ensure employees are compensated and supported equitably during a qualified FMLA leave.
  • Conduct annual pay equity analysis to ensure equal pay for equal work.
  • Encourage equal opportunity within the firm to “get ahead” by posting all positions internally, and actively considering internal candidates before going outside the Firm.
  • Support flexible work schedules including leveraging virtual communication technology like Zoom to improve presence when working remotely.

3. Within our Community

  • Local sponsor of Women in Investing (WIN), a group that seeks to promote and support the learning, development and advancement of women in the investment management business.
  • Participation in McKinsey’s Black, Asian, and Latino Leadership Academy which have been developed to encourage the growth, development, and retention of underrepresented leaders.

Diversity Metrics

Workforce*

Women

36%

People of Color

25%

Talent Mobility**

Women

50%

People of Color

32%
*All gender information and Race/Ethnicity includes offices outside US
**Talent Mobility includes promotions, job changes, lateral moves
Data as of and for the annual period ended 12/31/21

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.

Further, we believe it is the responsibility of each employee to take ownership of living by the values that are the foundation of our D&I Statement. To reinforce how important this is, our performance management process incorporates an expectation that it’s not just what you achieve but how you achieve your results.

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.

Leveraging Best Practices and Collaboration with Franklin Templeton

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.

Diversity Metrics

Workforce*

Women

36%

People of Color

25%

Talent Mobility**

Women

50%

People of Color

32%
*All gender information and Race/Ethnicity includes offices outside US
**Talent Mobility includes promotions, job changes, lateral moves
Data as of and for the annual period ended 12/31/21

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.