Rathbones has offices across the UK and Channel Islands, and we have 3,350+ colleagues (as of September 2025).
Overview
At Rathbones, we believe that looking after our colleagues is fundamental to delivering long‑term success for our clients and communities. We are committed to creating an inclusive, supportive and high‑performing workplace where people can thrive, develop and feel a genuine sense of belonging. This means investing in skills and careers at every stage, supporting physical and mental wellbeing, widening access to opportunities, and embedding fairness, flexibility and responsible leadership into how we work. Together, these efforts help us build a resilient culture, make better decisions, and ensure our people are equipped, engaged and supported to do their best work.
On this page
Life at Rathbones
7 inclusion networks
Our seven colleague led inclusion networks are committed to supporting our diversity and inclusion agenda.
48% female workforce
Women hold positions across our organisation, to the highest levels of seniority.
Progress in 2025
Culture and values
A positive culture is the heartbeat of our organisation, driving our success and impact. In 2025, following a review across the Group, we updated our purpose and values to reflect the future ambition, business model and culture of the newly integrated business. This process, led by our Chief Client Officer and Chief People Officer, was guided by research and engagement through facilitated workshops, focus groups, surveys and interviews with our clients and colleagues from across the organisation, spanning all business lines, functions, seniority levels and geographies.
Across all audiences a consistent truth emerged: our long‑term mindset is a defining strength. Clients and colleagues described the business as principled, relationship‑driven and focused on sustainable success rather than short‑term gains. This insight shaped how we articulate our role – not simply as providers of financial services, but as guides, supporting people to navigate their financial lives over time.
Employee learning and development
In 2025, we continued to invest in the growth, skills and long‑term development of our colleagues, ensuring they have the tools and confidence to deliver at their best. Our approach combines formal training, peer learning and practical development through cross‑firm networks and on‑the‑job experience.
This year, colleagues completed a wide range of mandatory and voluntary learning, including byte‑size cyber modules with a focus on remote‑working risks, training on Generative AI and Large Language Models, inclusion training, and fraud awareness sessions covering the new corporate offence of Failure to Prevent Fraud. We also supported colleagues across the Group in completing mandatory Client Assets Sourcebook (CASS) training, reinforcing our commitment to safeguarding client money and assets.0
Health, wellbeing and safety
The wellbeing of our colleagues is a priority, and we have a range of provisions in place to support their mental and physical health. Throughout 2025, our 26 Mental Health First Aiders provided confidential and judgement‑free support to our colleagues.
We enhanced our benefits package with improved menopause and fertility support, gender dysphoria cover, and additional assistance for breast cancer diagnoses. Employees gained access to reimbursements for neurodiversity and menopause services, as well as new wellbeing resources, support networks, and voluntary dental insurance, reflecting our commitment to colleague mental and physical wellbeing. We continued to offer access to our Employee Assistance Programme, annual health assessments, a virtual GP service and adult care support.
Early careers development
In 2025, we strengthened our early careers programme with a clear focus on widening access, improving representation and building talent pipelines throughout the business. Our activity spanned schools, universities, and early career professionals, with particular emphasis on gender diversity, social mobility, and regional opportunity.
We deepened our external partnerships to broaden awareness of careers in investment management. In Scotland, we remained active members of Future Asset, hosting an in‑person Insight Day at our Glasgow office to encourage girls in secondary school to explore investment careers. In England, we became members of Girls Are Investors (GAIN), supporting young women and young non‑binary people through both virtual and in‑person insight events hosted at our London offices.
Inclusion
An inclusive culture helps each of us to benefit from a wider range of perspectives, experiences, and skills. We believe that inclusivity creates more innovation and better decisions being made across throughout the business.
With over 3,500 colleagues across more than 20 offices, we are building an inclusive culture that, in turn, means we are better placed to provide financial solutions that reflect the diverse needs of our clients now and in the future. It also helps us make better decisions, foster innovation and create a sense of belonging for our colleagues.
Our colleague‑led inclusion networks continued to grow, enabling colleagues from under‑represented groups in the business to connect and create positive change. They also help us improve on the underrepresentation of certain groups, to better reflect the communities where we work and live. In 2025 the responsible business team supported the networks with the due diligence of their charity partnerships.
Our inclusion networks
Over 600 colleagues are members of one or more of the inclusion networks, with each one sponsored by members of the Group Executive Committee.
Armed Forces Network
disAbility Network
Gender Balance Network
Menopause Matters Network
Multicultural Network
Pride Network
Social Mobility Network
Gender balance
We care about gender equality and seek to improve this throughout our organisation, from early careers to female representation in leadership roles.
Early careers
Our partnership with Future Assets (Scotland), GAIN (UK), and our own graduate recruitment programme allows us to provide a platform for learning, career development, and networking opportunities for young women across the country.
Working at Rathbones
Flexible working and support is part of our rewards and benefits for all our colleagues. In particular, we have invested in enhancing our family leave policies, and providing fertility and menopause support through Fertifa.
Women in leadership
We are signatories of the Women in Finance Charter. When we signed up to that in September 2018, we had 15.6% female representation in senior management roles. Our current target is to achieve 35% female representation in senior management roles by September 2027. As of September 2025, we have 36.2% female representation in senior management. We remain committed to increasing female representation throughout the organisation.
Our inclusion partners
Menopause accreditation
A Menopause Friendly Employer
Since the launch of the Menopause Matters network in 2021, we’ve worked hard to create a supportive and inclusive environment.
Several of our senior managers have made public commitments to support a menopause-friendly culture – a testament to the importance Rathbones places on wellbeing at work.
More on the colleague pillar of our responsible business programme
Gender pay gap
We explore the Rathbones gender pay gap in 2025, and our approach to reducing it.
Policies
Our company policies ensure we continue to run a responsible business.
The other pillars of our responsible business framework
Clients
Applying an active and thoughtful approach to client service, selling practices and responsible investment.
Governance
Enhancing our governance through embedding privacy, human rights, nature and climate risk considerations in our decision-making process.