2. Organisational credibility and values alignment

Values-based asset owners can partner with much more aligned ISPs

There are options for charity investors to find more values-aligned investment service providers to manage their money.

 

Nine applications came from certified B Corp organisations, meaning they meet verified standards of good sustainability practice in their own operations. Another two were closely related to B Corps, for example one of the non-lead applicants in a partner application was a certified B Corp. Of the shortlisted applicants, Tribe Impact Capital has a particularly high “B Impact Score.” 

 

Another related area of potential alignment with values-based investors, or lack thereof, is the governance and ownership structures of ISPs. A subjective analysis of the ownership structures and governance of the 55 lead applicants suggested that:

 

  • 7 ISPs had an ownership and governance structure that was highly aligned with charities, as demonstrated by preventing external profit extraction and prioritising values over commercial returns. These included employee-owned ISPs, those with charity ownership, or founder-led models with philanthropic backing. In each case, governance protections ensured no commercial shareholder could override mission. Tribe Impact Capital and EdenTree Investment Management were two ISPs judged to have a high level of alignment. 
  • 12 ISPs had an ownership and governance structure with medium alignment with charities. These firms often also had models that avoided external shareholder pressure, such as ownership through partners/employees. However, it was often less clear how evenly distributed this ownership was. Several were subsidiaries of values-led parent companies and some had governance protections for values. But the practicalities of this structure on day-to-day operations was less clear. 
  • 12 had an ownership and governance structure with low, but some, alignment with charities. Some had employee or partner ownership, with significant but minority stakes within predominantly commercial structures. In most cases, employee ownership appeared concentrated among senior management rather than broadly distributed. Some were subsidiaries of large mutual insurers, offering potential values alignment but limited direct control. 
  • 24 did not seem to have any clear alignment with charities. None of these ISPs were shortlisted. 

We also saw a trend that the better performing ISP applicants were more likely to be geared entirely towards impact or sustainable investment. All five shortlisted ISPs fit this category. This was a change from 2020 when more mainstream ISPs were also shortlisted.

 

The conclusion for charities and other values-aligned asset owners is they do not need to settle with the general status quo of investing with ISPs that are not aligned, even at the organisational level.

 

Importantly, as investment fees are a significant part of charitable foundation expenditure, charity investors do have a broader pool of values-aligned ISPs to select from.  

 

Pay gaps are a major area for improvement

Pay gap reporting measures the difference in earnings between specific groups across a workforce. It highlights broad workplace inequalities and the representation of different demographics in higher- or lower-paid roles. It does not directly measure equal pay for the same work, which is a legal requirement. Pay gap reporting aims to increase transparency, drive accountability, and promote fairness.

 

Gender, ethnicity and other pay gaps are a huge area for improvement across the investment industry. The applications reinforced this. Transparency was low – with very few going beyond what they are legally required to report – and gaps were high. This is a direct contradiction between the internal practice of values-aligned asset owners and ISPs. 

Gender pay gaps

Gender pay gap reporting measures the difference in average pay between female and male workers in the UK. Reporting gender pay gaps is a legal requirement in the UK for organisations above 250 or more employees.

 

22 of the 55 applying ISPs reported a UK gender pay gap as part of their EIC application. The most common reason ISPs did not report it was because they’re not legally required to do so, with very few voluntarily reporting.

 

Looking at the median gender pay gap for UK employees for the latest available year*:

 

  • only 2 ISPs had a gender pay gap of less than 20% 
  • 17 had a gender pay gap of between 20 and 30% 
  • 3 had a gender pay gap of more than 30% 

Gender pay gaps among applicants are far higher than the UK average: 12.8% was the median gender pay gap across all UK employees in 2025.

 

The ISP that had the lowest UK median gender pay gap for the latest available year was Triodos Investment Management (9.3%)**.

 

Gender pay gap reporting over multiple years was rare. 

Ethnicity and other pay gaps

Ethnicity pay gap reporting measures the difference in average pay between white and non-white (ethnic minority) employees in the UK. It is not currently a legal requirement. However, the UK government has confirmed it will introduce mandatory ethnicity and disability pay gap reporting for employers with 250 or more employees, targeting full operation by 2029.

 

Only six ISPs reported their ethnicity pay gap as part of the EIC. There was a wide range in the median ethnicity pay gap reported from 24.4% to -19.2% (Aviva, the only ISP to report an ethnicity pay gap in favour of non-white employees).

 

Overall, LGT Wealth Management were a stand-out in terms of going beyond what they are legally required to publish in the UK. As well as their gender pay gap, they report on their ethnicity and socio-economic pay gaps. 

* In some cases, figures were used for smaller UK-based entities that are part of global ISPs.

** The 9.3% figure is for UK workers at Triodos Bank. It should be noted UK workers are only around 18% of Triodos Bank’s total global workforce. Triodos also reports its gender pay gap across its entire workforce. It is also much lower than the industry average but it is not clear whether this is calculated in exactly the same way as UK gender pay gap reporting.