We believe that diversity, equity, and inclusion are fundamental to who we are and how we succeed. We recognize that the success of the people who invest with us is directly tied to the talent, perspectives, and well-being of the individuals within our organization. By fostering an environment that celebrates diverse backgrounds, encourages equitable opportunities, and cultivates a culture of inclusivity, we empower our team to thrive and innovate.
At Arco Assets Management, our clients’ portfolios aren’t built by a single manager. They’re built by diverse teams that bring different points of view and their own ideas to help investors reach their long-term goals.
This distinctive approach is part of our commitment to embrace all aspects of diversity, equity and inclusion. It helps us unlock the power that comes from building teams that encourage active voices at every level.
We believe the success of the people who invest with us depends on the people in whom we invest.
Learning begins the moment we are born and continues throughout our lives. As children, much of what we absorb shapes our beliefs—our perceptions of what we hold to be true. However, as we grow into adulthood, these beliefs can solidify into unconscious patterns, making it difficult to view the world from other perspectives. This rigidity, while natural, can limit not only personal growth but also the collective potential of teams and organizations. As corporate citizens, this blind adherence to long-held beliefs can hinder innovation, collaboration, and inclusivity.
Our Diversity, Equity, and Inclusion (DE&I) program is designed to address this challenge by encouraging all of us to systematically question what we think we know. By fostering a mindset of curiosity and continuous growth, the program brings unconscious biases to the forefront, encourages the exploration of diverse viewpoints, and promotes courageous conversations. Through these efforts, we aim to create an environment where open-mindedness thrives, where differences are celebrated, and where our teams are empowered to think more critically and inclusively. Together, this commitment to learning and unlearning drives both individual transformation and collective success.
By fostering an environment that embraces diverse perspectives, we enhance our ability to think critically, and invest wisely. Diversity fuels creativity and collaboration, helping us become better listeners and more empathetic to the needs and aspirations of our clients. A commitment to inclusivity allows us to attract, develop, and retain exceptional talent, creating a workplace that thrives on mutual respect and shared purpose.
We are committed to providing equal employment and advancement opportunities for all individuals, regardless of age, race, ethnicity, gender, sexuality, disability, religion, or any other characteristic. Our goal is to create a workplace where everyone feels valued, heard, treated fairly, and respected. Senior management actively fosters this environment by implementing appropriate training at all levels and across all regions.
To ensure our commitment translates into action, we pursue diversity initiatives in recruitment, mentoring, training, and workplace flexibility. We are proud signatories of the Women in Finance Charter, the 30% Club, and the Diversity Project, which help accelerate our progress toward achieving meaningful diversity and inclusion goals. At Arco, we understand that inclusivity is not just a principle—it is a practice. By valuing the unique experiences and perspectives of our team members, we are building a more diverse, inclusive, and successful company that reflects the world we serve.
In 2018, Arco Assets Management signed the Women in Finance Charter with the goal of increasing the proportion of women in senior management positions within Arco Assets Management globally to 25% by 2022.
When Arco Assets Management signed up to the Charter in September 2018 we had 16.7% female representation in senior management positions as at 31 December 2017 and we have been making steady progress in increasing the number of women in senior positions and remains committed to achieving the target set . As at 31 December 2019, we had 19.6% female representation in senior management positions.
Arco Assets Management has also made good progress on our broader Diversity and Inclusion agenda. It remains dedicated to improving diversity for the benefit of the business - for our people, our clients and our workplace culture - and recognizes in particular the benefits of increased diversity in senior management.
From training to company-wide discussions, social responsibility has risen to the top. That includes employee-led business resource groups—comprised of individuals who share common characteristics or experiences, along with their allies. These nurture an inclusive workplace through open dialogue and facilitating learnings for everyone.
Drives meaningful change by empowering, inspiring, and supporting the growth of our female colleagues. Aims to enhance business performance while positioning our firm as a workplace where women excel and thrive.
Encourages everyone to "continue the mission" by supporting our veterans and first responders while participating alongside them in community service initiatives. Focuses on enhancing managerial effectiveness, fostering leadership development, and improving communication skills to drive impactful change.
Empowers individuals who are starting their careers, transitioning to new paths, or returning to the workforce. Offers meaningful opportunities for career growth, community engagement, and professional networking to support their success.
Promotes authenticity and inclusion among individuals from diverse minority, ethnic, and cultural backgrounds. Builds meaningful connections between their work and both internal and external communities, with active support for three chapters: Black, Asian, and Latinx employees.
Creates a supportive and inclusive environment for LGBTQ colleagues, their families, and the wider community. Strives to ensure that LGBTQ employees feel safe, respected, and valued, fostering a workplace where everyone can thrive authentically.
Numbers can’t tell the whole story, but a closer look provides an at-a-glance snapshot of where we are and where we still need to go. These benchmarks will help guide us as we build a path forward.
Workforce is defined as all full and part-time salaried associates (which includes overtime eligible associates). Due to rounding, totals may vary from sum of individual components and percentages reflect a share of total and may vary.
Leaders are defined as senior managers and above. Due to rounding, totals may vary from sum of individual components and percentages reflect a share of total and may vary.
Due to rounding, totals may vary from sum of individual components and percentages reflect a share of total and may vary.
Due to rounding, totals may vary from sum of individual components and percentages reflect a share of total and may vary.
The workforce includes all full-time and part-time salaried associates, including those eligible for overtime. Race and ethnicity data reflect U.S. associates whose information is collected for EEO-1 reporting purposes. The "Other" category includes American Indian or Alaskan Native, Native Hawaiian or Other Pacific Islander, and individuals identifying as Two or More Races. Totals may vary slightly due to rounding, and percentages represent a share of the total workforce.
Leaders are defined as senior managers and above. Race and ethnicity data apply to U.S. associates whose information is collected for EEO-1 reporting purposes. The "Other" category includes American Indian or Alaskan Native, Native Hawaiian or Other Pacific Islander, and individuals identifying as Two or More Races. Totals and percentages may vary slightly due to rounding.
Race and ethnicity data reflect U.S. associates whose information is collected for EEO-1 reporting purposes. The "Other" category includes American Indian or Alaskan Native, Native Hawaiian or Other Pacific Islander, and individuals identifying as Two or More Races. Due to rounding, totals and percentages may vary slightly from the sum of individual components.
Race and ethnicity data apply to U.S. associates whose information is collected for EEO-1 reporting purposes. The "Other" category includes American Indian or Alaskan Native, Native Hawaiian or Other Pacific Islander, and individuals identifying as Two or More Races. Totals and percentages may vary slightly due to rounding.
We approach our DE&I goals with the same boldness and precision that define our investment strategies for clients. While we’ve made meaningful progress, we recognize there is more to do to achieve greater diversity in leadership and across every level of our organization. To advance this commitment, we’ve implemented inclusive hiring and promotion training to ensure a fair, consistent, and equitable experience for all candidates. By fostering a more inclusive team, we strengthen our ability to fulfill our mission: improving lives through successful investing.
Representation of women among global senior managers
Representation of Black/African Americans among U.S. associates
Representation of Black/African Americans among senior managers (in the U.S.)
Representation of underrepresented minorities among senior managers (in the U.S.)
As a company that boldly left Wall Street during the Great Depression to establish itself on the West Coast, we’ve always embraced the courage to challenge norms and set ambitious goals. Today, we bring that same spirit to our DE&I efforts—pushing boundaries, setting higher benchmarks, and striving for a more inclusive workforce while extending our commitment beyond our firm’s walls. Through programs and initiatives that foster deeper community connections and create opportunities for success, we aim to make a meaningful difference both within our organization and in the communities we serve.
From recruitment to leadership, our flagship programs are designed to both mentor and advance the career paths of underrepresented associates.
Programs like ARCOmate and Women Leading Arco focus on female employees while ARCOcity and Arco Emerging Leader are focused on racial diversity across the board.
To help mitigate any potential unconscious bias from the early-career hiring process, our Talent Acquisition Team stopped sharing resumes with hiring managers, so they could focus on the candidate — their background, experience and thought process.As a result of our DE&I efforts, we hired a more racially and gender diverse pool of interns, with 50/50 gender balance and 58% representation from racial minorities.
We have tailored our benefits and wellness programs to support the needs of the diversity of our associates. That means resources for early-career team members, those caring for aging loved ones, single parents, LGBTQ+ families, transgender associates and more, all with a focus on physical and mental well-being.
At Arco, our pay practices focus on fairness. Each role within our organization is compensated based on the responsibilities of that role and the experience and performance of the associate — irrespective of race, ethnicity or gender identity.And we're proud to say that a fair pay study conducted by an independent consultant demonstrated that we have pay equity broadly in the U.S.
Our 40+ Arco Communities — sometimes called associate resource groups — empower our people to help lift the voices of everyone at Arco Assets Management. Arco Communities are driven by our associates who unite around common experiences and passions, becoming allies for inclusion and equity. Arco Communities represent a rich diversity of identities and interests, including race/ethnicity, gender identity, sexual orientation, faith, mental health and much more. The list is always growing, as our employees raise their hands to create new Communities for our people to connect.
