Inclusion & Diversity | Lord Abbett `
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Inclusion & Diversity

Our people are our greatest asset. We’re committed to fostering a culture of inclusion and equity where everyone can thrive. A culture where people feel a sense of belonging, embrace difference, lead with empathy, and challenge status quo. Not only does diversity make us a better firm, but equal access to a sustainable career path, opportunities to lead, wealth-building, and influence are also a human right.

We believe that Inclusion & Diversity drive innovation and produce better results for our clients, our people, and our world.

Our Approach


To be the most respected asset manager in the world, it’s imperative that we attract, develop, and retain a wide array of diverse talent. We are committed to providing individuals with the resources and tools they need to fulfill their potential, deliver an exceptional client experience, make a positive long-term impact on our firm, and contribute to the communities around the world in which we live and work.

Transparency in Goal Setting

To underscore our commitment, we’ve set aggressive 5-year Diversity & Inclusion goals which we’ve integrated into the firm’s business strategy. Through overwhelming leadership support, driven by performance measures and accountability, we will meet the following goals:

  • Achieve a culture where all people feel respected, feel a sense of belonging and have an equal opportunity for to advance their careers
  • Be recognized as a leader in Global Corporate Citizenship, diversity, and inclusion
  • Close the diversity gap on our annual Global People Survey
  • Exceed the asset management industry average for representation amongst these groups Asian, Black, women, Latino, LGBTQ+, military, and disabled
  • Attain 30% diversity within the firm’s Partnership and Managing Director levels

Our Impact Journey

We’ve made notable progress since our journey began:



  • Established Flexibility Principles that offer more flexibility with respect to working hours and time off to better manage the responsibilities of home and family
  • Launched annual heritage month celebrations to raise awareness of underrepresented groups at the firm while providing networking and educational opportunities
  • Expanded our external recruiting partnerships to ensure a more diverse set of candidates and are training leaders to deliver inclusive candidate assessments



  • Launched a Women’s Network with plans to launch similar groups for Black, Latino, LGBTQ+, and Asian colleagues
  • Set diversity performance objectives for each business line with specific actions for leaders that drive progress toward the firm’s 5-year Diversity & Inclusion goals
  • Signatory on the Human Rights Campaign (HRC) amicus brief for LGBTQ+ workplace equality



  • Earned a score of 80% on the HRC 2020 Corporate Equality Index (CEI), the premier national benchmarking tool for measuring corporate policies and practices related to LGBTQ+ workplace equality 
  • Established the inaugural Lord Abbett Steven Esposito Memorial Scholarship with Point Foundation for developing next-generation LGBTQ+ leaders and passionate global corporate citizens 
  • Launched firmwide "Breaking Bias" inclusive leadership training
  • Integrated best practices for mitigating the impact of unconscious bias into core processes such as recruiting, compensation, and performance reviews
  • Started firmwide "Leadership Conversation" speaker series around racial justice with action steps for systemic change

Key Partners

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