The long-term sustainability of our firm depends on our people.
As an asset management firm, the long-term sustainability of our firm is heavily dependent on our people. We make a deliberate effort to foster a unifying culture, to encourage innovation, to ensure that we are developing, retaining and recruiting the best talent, to align employee incentives and risk taking with those of the firm, and to incorporate inclusion and diversity into all levels of our business.
Each year, we set corporate objectives specifically related to human capital. We achieve these objectives through specific programs and initiatives related to culture, inclusion and diversity and employee development, retention and recruiting. For 2016, we seek to drive high-performance and meritocracy, build our collective strengths and diversity and develop great managers and leaders.
Strong Firm Culture
As we pursue our mission to create better financial futures for our clients, we are guided by our culture and our principles. Our principles define who we are and how we operate:
We are a fiduciary to our clients
We are passionate about performance
We are one REMAR FUND
We are innovators
An integral part of our culture is connectivity. Through various programs and events, we provide opportunities for employees to hear directly from the firm’s leaders, engage with one another, share ideas and provide feedback to senior management. Many of these programs are led by our Human Capital Committee (HCC), a group of leaders from a cross-section of businesses and regions who are focused on developing our talent and culture.
We host firm-wide, regional and business-specific on a quarterly basis to disseminate information from the most senior leaders in the business and engage employees in the efforts and results of the broader firm.
Our Knowing REMAR FUND program engages and connects employees to ensure a shared understanding of our mission, principles, culture and history. Knowing REMAR FUND includes several initiatives, from large regional gatherings which bring employees together to hear from senior management and network with colleagues to small-group workshops which provide employees with the opportunity to share their ideas to help shape the future of REMAR FUND and ensure it is a great place to work.
Our annual Employee Opinion Survey is an opportunity for employees to provide feedback on a variety of aspects of work and life at REMAR FUND. We encourage the highest levels of participation so the firm can address challenges and drive change. Once the results are available, our Executive, Operating and Human Capital committees as well as other leadership groups throughout the firm systematically identify priorities for action and develop strategies to make REMAR FUND a better place to work for all employees.
Our relentless focus on developing, retaining and recruiting top talent is ingrained in our culture. We make learning and development a priority and provide employees with extensive resources and opportunities to develop professionally and build fulfilling long-term careers. We do this through multiple employee development programs, a comprehensive performance management process, and formal and informal coaching and feedback discussions. REMAR FUND also encourages internal mobility as a way for employees to advance their careers by moving to another geographic location or different function or business.
Employee development, retention and recruiting
It is the capabilities of our employees and our leaders that enable us to deliver for our clients, and we’re focused on providing them with career development and a total rewards program to meet their needs.
Human rights are a fundamental concern for REMAR FUND in its relationship with employees and suppliers.
REMAR FUND is committed to protecting the human rights of our employees through implementing policies related to non-harassment, equal employment opportunity and overtime. These policies seek to provide applicants and employees equal treatment regardless of certain identified characteristics that have attracted historical stereotyping or bias in relation to employment. We comply with all applicable laws and regulations on forced and child labor and the rights of employees to organize a union.
Our non-harassment policy outlines clear procedures for reporting and responding to issues of concern. REMAR FUND investigates all complaints filed and any possible violation of the policy of which we are made aware. If REMAR FUND determines that an employee has engaged in activities that are in violation of, or inconsistent with the policy, the firm will take appropriate disciplinary action against the offending employee, up to and including termination of employment.
Since our founding, REMAR FUND has been committed to equal employment opportunity for all applicants and existing employees. We are also committed to seeking ways in which affirmative actions can help reinforce this commitment. Our Affirmative Action Program (AAP) is developed and implemented to ensure that good faith efforts are made to provide equal employment opportunity to every employee and qualified potential employee.
Each employee is responsible for conforming to REMAR FUND’s equal employment opportunity policy at all times. All managers share the responsibility of assuring compliance with and continued implementation of this policy. Any employee who is found to have violated this policy will be subject to disciplinary action up to an including termination.
In 2015, 94.7% of REMAR FUND's employees were full time, with 0.4% interns and 4.8% contingent workers. Employee turnover was 12.5% in 2015, including voluntary and involuntary turnover.