We’ve been doing this a long time

Even back in 1931, when we launched the UK’s first Unit Trust, we believed in straightforward products that clients could understand and trust, a belief that still holds true today. Now as we celebrate nearly 80 years of success, we remain at the forefront of product development and are constantly seeking to manage our funds and adapt our product range to provide maximum benefit for our clients.

Our fund managers are experienced investment specialists who have the freedom to think independently. As such they are able to develop their own individual, rigorous investment approaches and back their convictions to achieve the best possible outcome for their investors.

In addition they are supported by the significant infrastructure which is in place at M&G, as a result of being one of the leading investment management companies in Europe.

Diversity = The M&G Approach

At M&G we know that our role as an employer is very simple – to provide the right environment for talented people to do their best work. In achieving this we recognise and value peoples’ differences and contributions and know that by employing and managing all kinds of different people, we become a more rounded and balanced organisation, which is a better reflection of the community in which we work. We also realise that by harnessing the collective and complementary skills, knowledge, backgrounds and networks of a diverse mix of people, we are more able to understand the needs of our clients and deliver better results for our shareholders.

It’s more than Equal Opportunities

Recruitment

M&G ensures that vacancies and job opportunities are available for all employees to apply and be considered. Furthermore, external advertising is achieved using a wide range of sources to encourage a broad spectrum of recruits.

Fairness at Work

M&G recognises that retention of the best talent requires greater energy than ever before and a key element of that is to ensure fairness at work. M&G supports this in many ways including: providing opportunities for an open and honest dialogue with staff through the consultation committee; ensuring reward is well considered and fair and ensuring the right working environment exists at M&G.

Flexibility

A diverse workforce means diverse requirements, which can include part-time working, home-working etc. M&G supports flexible working practices wherever possible, taking into account business requirements, to encourage the recruitment and retention of a wide range of employees. Flexible working can include part-time, flexible hours and home working among other arrangements.

Development

M&G supports its goals for diversity through training and development, which includes training for managers to raise awareness of the benefits of a diverse workforce, and targeted leadership development to support the emergence of a diverse group of future managers and investors. M&G will continue to integrate its diversity aims into future training and development programmes to ensure that diversity continues to be seen as fundamental to the way we do things.

Competitive reward

M&G is committed to providing rewards which are competitively positioned to attract, retain and motivate talented individuals. We recognise that our people are the most important factor in our performance as a business and so rewards are linked to both individual performance and commitment to our values.

M&G’s reward package is benchmarked against our key competitors and includes a discretionary performance related bonus scheme, private medical insurance, and a highly competitive defined contribution pension scheme.

Working mum profiles:

Gill Smith –
Head of Business Change

I regard myself as very fortunate to work for an employer that appreciates the challenges working parents face and has been very willing to give support to enable me to develop my career along with the responsibilities of parenthood.

I have had part-time / flexible working arrangements for some 15 years. My arrangements have changed as the demands of parenthood have changed. I have worked various combinations from 4 day weeks (when my children were small), to short days as they started school.

I am now back to full time but I work from home on a regular basis so that I can do the school drop off and collection - which is very important to my daughter and enables me to keep in touch with other parents and the school staff.

I am pleased that flexibility has become the norm rather than the exception at M&G for both Mums, Dads and colleagues with other carer responsibilities.

In this environment I have been able to develop my career. Of course for certain roles flexibility is more difficult to accommodate but with determination and patience I have been able to develop a very varied, progressive and rewarding career. In my current position I lead the Business Change team within M&G and am a member of the Group Operations Management Board. My team consists of circa 50 business professionals ranging from a client facing team, through to business analysts, technologists and project managers. Together we are responsible for delivering change to M&G be that in relation to new investment products, new investment opportunities, technology advancements, regulatory driven change or business process improvement initiatives.

In my experience M&G recognises that people are it's greatest asset, that we have many interests, passions and commitments beyond the office and that these should be embraced to get maximum value. Due to the flexibiity M&G has offered me I truly believe that I have been able to develop a rewarding career, become more rounded as an individual and as a result have more to offer both at home and work.

Gill

Amanda Lennon -
Business Management

I have found M&G to be amazingly accommodating since I returned from maternity leave 7 months ago. M&G are very comfortable with the idea of flexible working, even in the context of a senior role. When I returned from maternity leave, I was asked to take on the role of Director of Investment Marketing, as cover for someone else who had gone on maternity leave. In the role, I am responsible for managing a team of around 30 people as well as being a member of numerous committees including the Retail Business Board and the Retail Investment Committee. Despite my extended responsibilities, M&G were very comfortable with the idea of me working part time and indeed I only work 3 and a half days a week. Culturally, I feel that flexible working has become so ingrained in the culture of the business that people will often actively try and schedule wider meetings around my work days so I always feel fully engaged in what is happening. I certainly feel proud as a working mother to be working for M&G.

Amanda