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Diversity, Equity, and Inclusion at FGP

Diversity, Equity, and Inclusion at FGP

We are committed to fostering a diverse, equitable, and inclusive workplace where every employee feels valued and respected. We believe that a variety of perspectives strengthens our decision-making process and enhances our ability to serve our clients effectively.

What Diversity, Equity, and Inclusion Mean to Us

Diversity

Diversity means embracing and respecting the unique qualities that each individual brings to the firm. This includes differences in gender, age, ethnicity, religion, ability, sexual orientation, education, and national origin.

Equity

Equity involves ensuring that everyone at Foyston, Gordon & Payne has access to the same opportunities, support, and resources. We strive to identify and eliminate barriers that may prevent employees from reaching their full potential.

Inclusion

Inclusion is about creating a work environment where everyone feels welcomed, valued, and empowered to contribute fully. At Foyston, Gordn & Payne, we work to cultivate an inclusive culture where all employees can thrive.

The Foyston, Gordon & Payne DE&I Committee

Launched in 2020, the FGP DE&I Committee includes a diverse group of employees across various roles, experiences, and backgrounds. The Committee meets regularly to discuss DE&I matters, assess employee feedback, and implement initiatives that strengthen our DE&I culture at FGP.

Our DE&I Journey

Summer 2020

Initiated a DE&I Committee which works to promote diversity, equity, and inclusion initiatives at FGP and with the firm's external partners. In the first two years of the Committee's existence, FGP hired 11 women and/or members of racialized communities out of 16 total hires.

December 2020

Created a formal definition of DE&I.

July 2021

Executive Committee approval granted to partner with third party (Culture Amp) to provide us with action- able areas to improve DE&I within our firm. Culture Amp has a purpose-built complete engagement solution designed to help organizations develop their cultures.

December 2021

Culture Amp Survey launched. The results provided valuable insights to help inform the ongoing formation of a formal DE&I strategy by identifying areas of focus and implementing actionable recommendations to deliver tangible outcomes.

January 2022

DE&I Committee began formalizing FGP's DE&I Policy.

June 2022

FGP DE&I policy distributed to all staff.

Summer 2022

DE&I Committee begins implementing Culture Amp's Top 3 recommendations focusing on employee reward and recognition initiatives, and enhancing internal communications related to our shared vision.

Summer 2023

DE&I Committee presents findings of Culture Amp’s 2023 survey to the FGP Executive Committee.

Fall 2023

FGP Executive Committee starts rolling out some of the recommendations emanating from the Culture Amp survey.

Our Ongoing Initiatives

FGP is committed to promoting DE&I through continuous evaluation and improvement across various aspects of our operations:
  • Salary Review: The Executive Committee conducts an annual salary review focused on gender equality, informed by AMG’s Affiliate Compensation & Benefits Survey.
  • Workforce Composition: We track and review the gender and racial diversity of our workforce, ensuring our recruitment process is unbiased.
  • DE&I Engagement: Committee members have participated in DE&I-related events, such as conferences and workshops, hosted by organizations like Chestnut Advisory Group, PMAC, and the CFA Institute.