Inclusion and Diversity

At BLC Fund, we strive to be recognized as responsible investors, not only through our engagement with the companies we invest in but also in how we manage ourselves. Responsibility extends to every facet of our organization.

We celebrate and value the diversity of backgrounds and cultures across our workforce. Our diverse people and perspectives equip us with a wide range of skills that are respected and recognized, regardless of nationality, language, education, ethnicity, gender identity, sexual orientation, age, socioeconomic background, neurodiversity, religious background, abilities, or disability.

Diversity

BLC Fund’s Diversity and Inclusion Strategy is designed to build an inclusive culture where our workforce mirrors the diversity of our clients, customers, and communities. We track our progress through initiatives like the Women in Finance Charter and our Gender Pay Gap reporting.

Women in Finance

We have committed to the HM Treasury Women in Finance Charter, which supports the advancement of women into senior roles within financial services. This initiative aims to:

• Increase the percentage of female senior management from 33% in 2016 to 42% by the end of 2025.
• Publish annual reports outlining our progress toward this target.

Gender Pay Gap

Our Gender Pay Gap report highlights the gaps across our business, explains why these gaps exist, and outlines the steps we are taking to address them. Understanding these gaps enables us to focus on the initiatives that will drive meaningful change.

Inclusion

At BLC Fund, we foster an inclusive culture supported by a range of inclusion networks for our employees. We believe in empowering our colleagues through representation and advocacy.

Colleague Representation

All employees are represented by the Colleague Representative Forum (CRF), which works to improve the working environment at BLC Fund. The CRF plays a central role in bringing the voice of colleagues to our senior leadership team.

Colleague Voice

We champion an inclusive culture by supporting various inclusion networks, including:

• DAWN (Disability Awareness Network, including neurodiversity)
• PRIDE (LGBTQ+ Network)
• REACH (Race, Ethnicity, and Cultural Heritage)
• Women’s Network

These networks have been instrumental in shaping and launching our positive action programs, including:

• Career Confidence Programme aimed at underrepresented groups
• Reciprocal Mentoring Programme