Open-minded, open to all
For over two centuries the Pictet Group, a manager-owned partnership, has built a strong culture that supports organic growth and a long-term perspective. A vital source of our success lies in our employees — how we recruit, develop and retain our talent.
The Pictet Group supports diversity and inclusion, and our employment opportunities are open to all qualified candidates, regardless of individual characteristics and differences including, but not limited to, gender, race, social origin, age, religion, sexual orientation, disability or personality.
Why should we deprive ourselves of talents that are key to our success?
“We strongly believe that if you want to make a client happy, you need a happy employee first.”
We aim to provide career opportunities and advancement based on merit and, aided by our ownership and governance structure, with a long-term focus. Our search for the best talent knows no boundaries.
throughout the Group
countries in which
Pictet is present
To help all staff thrive at Pictet, we have put in place several initiatives.
- A Group-level Diversity Board whose mission is to coordinate the initiatives planned by the business lines’ diversity committees, help the development of their own diversity vision and encourage and maintain a fair and inclusive working environment.
- Introduction of flexible working arrangements.
- Training, especially for senior managers and hiring managers, on inclusive leadership and ensuring they are aware of unconscious bias.
- An internal Women Sponsoring platform that fosters contact between women as a way of promoting networking, training and development.
- Measures for mothers returning from maternity leave to help smooth the transition back to work.
- Emergency childcare services.
- Membership of Advance, an association of Swiss companies whose objective is to actively increase the share of women in leading positions.
- Participation in information-sharing networks with other firms or associations to ensure that we can benefit from their experience or advice.
- Partnering with organizations helping the objective of creating a pipeline of diverse, future talent and providing career opportunities to a broader demographic.
A diversity advocate in Singapore
Shin has been with Pictet since 2009 and first joined the London office as an emerging-debt product specialist for Pictet Asset Management, before transferring to Singapore. She currently holds a dual role as head of Pictet Asset Management Singapore and client portfolio manager for fixed income, specialising in Chinese bonds.
Tell us more about your particular interest in diversity. Where did it take root?
My attraction to diversity dates back to a peripatetic childhood. I was born in Malaysia, and when I was four my father took a job at an airline company in Singapore.
We got used to moving to a new place as often as every 18 months. I was eleven when my family moved to London, and I was thrilled by its multiculturalism that I could already sense despite my young age. I later returned to London to study chemical engineering at Imperial College.
You were part of Pictet Asset Management’s Diversity & Inclusion Committee for more than a year. What were its missions?
Pictet Asset Management’s Diversity & Inclusion committee was launched just over two years ago. It numbers three permanent members and a group of ten rotating colleagues selected from different countries, backgrounds and tenures within Pictet Asset Management.
The committee aims to incorporate diversity and inclusion into everyday business at all levels of the organisation. For example, we have introduced flexible working policies both in terms of part-time work as well as remote working solutions, and I was able to benefit from this after the birth of my second child.
Being a woman, engagement and retention of female talent are particularly close to my heart. I believe that having a successful career and a family should not be mutually exclusive. We need to make sure that female talent at Pictet can achieve both objectives. In addition, I believe that diversity and inclusion committees as well as improved workplace policies are important if we want to stay relevant in the workforce, to our clients, and other stakeholders.