About

Diversity Project Europe – DEI beyond borders

We will initially focus on Europe’s key asset management markets and three themes – gender equality, social mobility and inclusive culture – seeking to facilitate change through voluntary collaboration and knowledge sharing.

We envision the European asset management industry as a European leader in diversity, equity, and inclusion (‘DEI’) by fostering cultures that value all aspects of diversity, including diversity of thought, gender diversity, social mobility, and inclusion

Our businesses will better reflect both society at large, and the individuals who trust us with their money

Our people will create better financial outcomes to benefit our diverse savers and investors

We will attract more interest in the industry, with a pipeline of diverse talent

Our purpose is to equip and enable the industry with the capabilities required to navigate the accelerating pace of change. A confluence of secular trends, including technological advancements, the rising prominence of ESG and CSR, evolving regulations, and the individualisation of savings, is set to transform the asset management landscape over the next decade. By embracing and integrating various aspects of diversity and fostering a more inclusive culture, the industry will be better positioned to harness these trends, drive meaningful change, and continue to thrive while serving its stakeholders effectively.

Facilitate change through cross-border co-operation

Improve transparency within the industry around DEI data

Build a pipeline of talent and help make asset management more representative of society

Improve the reputation of the European asset management industry

We support building company cultures, where employees can bring their full self to work and operate in an environment allowing them to thrive to their full potentials. These inclusive environments will leverage all aspects of diversity to drive innovative problem-solving, creativity, and collaborative efforts, resulting in better decision-making and performance.
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The DPE also aims to help the industry become more representative of society by casting a wider net in the search for diverse talent. By fostering a more inclusive recruitment strategy, the asset management industry should be able to attract a broader range of talent, creating a more dynamic and innovative workforce. This not only enhances the industry’s ability to meet future challenges but also ensures it becomes an attractive destination for the talent necessary for long-term success and sustainability.

Gender Equality
How to achieve a more gender balanced workforce at all levels

Social Mobility
‍How to recruit, retain and promote a more socially diverse talent pool

Inclusive Culture
How to create an environment which appeals to a more broadly representative workforce

Phase 1: Foundation and Awareness (2023-2024)

Launch: Officially start the DPE with a clear declaration of its mission and values to potential members and the public.
Membership Drive: Enlist founding members and define member benefits and responsibilities. Get new members onboard.
Initial Research: Conduct comprehensive industry-wide research to benchmark current DEI practices.

Phase 2: Expansion and Engagement (2024-2025)

Educational Initiatives: Develop and disseminate educational materials that highlight the benefits of DEI.
Collaborative Projects: Launch cross-border projects that allow members to implement and test DEI strategies in different cultural contexts.
Best Practices and Standards: Start compiling a 'best practices' guide from member contributions and research findings.
Get new members onboard.

Phase 3: Integration and Innovation (2025-2026)

Policy Development: Enable members in developing or refining DEI policies using insights gained from previous phases.
• Award and Recognition Programs: Establish recognition programs to highlight and reward successful DEI initiatives within the industry.
Continual Learning and Adaptation: Implement a feedback loop to continually update practices based on new research and member experiences.
Get new members onboard.

How we operate

Governance Structure

Advisory Council (AC)

Appointed during the AGM, and appoints/instructs The Board in turn.

Comprised of CEO/C-suite representatives from member firms, appointed during the AGM. Founding members appoint a representative; all members may nominate one.

Sets DPE’s overall strategy and appoints the Board.

Holds strategic and governance authority, approving major goals, budgets, and partnerships.

Provides high-level oversight while staying above day-to-day operations.

Promotes DPE across local and regional platforms to expand its visibility and impact.

Advisory Council Members

Craig
Blair

Franklin
Templeton

Isabelle Bourcier

HSBC
AM France

Kasper Elmgreen

Nordea AM

Marion Le Morhedec

AXA Investment Managers

Nigel
Cresswell

Quoniam AM

Raymond Sagayam

Pictet AM

Ric van Weelden

DPE

Sophie Del Campo

Natixis IM

Stephan van Vliet

Zurich Insurance

Tim
Koslowski

T Rowe Price

The Board

Appointed by and reports to the Advisory Council.

Translates the Advisory Council’s strategic vision into actionable DEI goals.

Oversees operations, marketing, and communications to support strategic delivery.

Defines measurable initiatives for implementation by the PMT and Workstreams.

Provides leadership, monitors progress and aligns efforts across DPE.

Engages the Advisory Council for feedback and drives membership growth.

Board Members

Asmus Tvede Madsen

Nordea AM

Isabelle Brancart

DPE

Jerome
Broustra

AXA IM

Linda
Russheim

DPE,
DP UK

Lisanne Molina

Aegon AM

Nancy
Rowe

Franklin
Templeton

Zahra Sheikh

DPE

Community of Practice (COP)

Acts as a forum for member firms to share insights, best practices, and experiences to promote DEI, while ensuring that DPE initiatives and learnings are effectively integrated back into each firm.

Composed of 1–2 senior representatives from each member firm and heads of Workstreams; meets at least bi-monthly to advise the Board and PMT, align on strategy, and drive practical DEI impact across the network.

Workstreams

Appointed, supervised and co-ordinated by the Board.

Serve as DPE’s execution arms, translating Board strategy into tangible DEI initiatives across key focus areas: Gender Equality, Inclusive Culture and Social Mobility.

Each Workstream defines clear objectives, deliverables, and timelines, reporting directly to the PMT. They collaborate across streams to ensure alignment, intersectionality, and measurable impact.

Led by Board members or designated leads, with co-leads and contributors from member and partner firms. Workstreams remain small and focused, but open to volunteers passionate about advancing DEI through action.

Program Management Team (PMT)

Appointed, supervised and co-ordinated by the Board.

Provides operational oversight of all DPE Workstreams, ensuring coordination and timely execution.

Translates the Board’s DEI strategy into practical, actionable project plans.

Manages day-to-day decision-making to keep initiatives moving without constant Board input.

Maintains communication between the Board and Workstreams to ensure alignment.

May operate as a single team or divide into smaller, theme-specific groups for targeted support.

PMT Lead: Charlene Sagoe – DPE

Diversity Project Europe – DEI beyond borders

Phase 1: Foundation and Awareness (2023-2024)

Phase 2: Expansion and Engagement (2024-2025)

Phase 3: Integration and Innovation (2025-2026)