Everything we do at Raymond James is driven by our values which define how we work with our clients, colleagues, and the wider communities within which we work. We cultivate a people-first workplace maintaining a diverse and inclusive culture. We’re one firm united in a single purpose, to help people achieve their goals. This is a commitment we make to clients, wealth managers, associates and communities alike.
To be a firm as unique as the people we serve guides us as we work to gain an even deeper understanding of what makes each of us unique and of what unites us.
This principle guides our business at every level, including how we attract talented people and support their personal goals and professional development.
When we welcome and embrace diverse experiences, perspectives and points of view in the workplace, it leads to more innovation, creativity and collaboration.
We are committed to ensuring our people have the opportunity to realise their full potential in a diverse, inclusive and supportive environment that recognises excellence.
Employers with 250 or more employees must report their gender pay gap data on an annual basis.
Helps organisations understand the size and causes of the pay difference between men and women in their organisation and identify any issues that may need to be addressed.
The data reflects the difference between the average pay of men and women and seeks to help organisations understand why they may have a gap and how they can close it. You can find our 2025 findings using the links in the sidebar.
Key initiatives we have implemented to increase diversity.
Working with diversity-oriented recruitment firms, including those that support women returning to work after a career break and those that specialise in senior female hires.
Making a company-wide shift towards a more flexible way of working.
Participating in the 30% Club, a global campaign to increase gender diversity at the senior management level.
An in-house Leadership & Development programme to support the career progression of our pipeline of female senior managers the opportunity to develop.
Training managers in interview techniques designed to reduce the likelihood of unconscious bias by managers who recruit ‘in their own image’.
We have enhanced our maternity, paternity and shared parental leave pay policies.
