Powered by diversity. Fueled by inclusion.

Diversity, equity and inclusion are at our core

IFR from SNO: Business team on a video conference call meeting

At Capital Group, our clients’ portfolios aren’t built by a single manager. They’re built by diverse teams that bring different points of view and their own ideas to help investors reach their long-term goals.

 

This distinctive approach is part of our commitment to embrace all aspects of diversity, equity and inclusion (DE&I). It helps us unlock the power that comes from building teams that encourage active voices at every level.

 

We believe the success of the people who invest with us depends on the people in whom we invest.

We believe in long-term results

We invest in DE&I with the same boldness and rigor we use when investing on behalf of our clients. We're committed to meeting our 2025 DE&I goals and are proud that we've made strides in achieving them.

 

We know we still have work to do to keep striving for more diverse representation in leadership and throughout our organization. Beyond diversity, we also know it's only with a more inclusive team that we will be able to accomplish our mission: improving people's lives through successful investing. 

Our DE&I goals

Graphic shows Capital Group’s progress from 2020 to 2022 on four associate representation goals for 2025.  •	For women among leaders*, the goal is 40% by 2025. 2020: 31.9%. 2021: 33.8%. 2022: 34.7%. •	For Black/African Americans among associates in the U.S., the goal is 10% by 2025. 2020: 8.6%. 2021: 9.4%. 2022: 10.5%. •	For Black/African Americans among leaders* in the U.S., the goal is 7% by 2025. 2020: 3.2%. 2021: 4.6%. 2022: 4.8%. •	For underrepresented  minorities† among  leaders* in the U.S., the goal is 15% by 2025. 2020: 9.7%. 2021: 12.1%. 2022: 13.0%. *In 2022, we expanded our senior manager population to be more inclusive of like roles. Actual and historical data have been updated to reflect this change. While this decreased the representation of women, Black/African Americans and Underrepresented minorities among leaders (senior managers and above), our 2025 goals remain unchanged. Please reference page 61 in the Appendix for the impacts of these changes. †Underrepresented minority defined as Black/African American, Hispanic/Latinx, Native American, Alaskan or Hawaiian/ Pacific Islander, or Multiracial.

*In 2022, we expanded our senior manager population to be more inclusive of like roles. Actual and historical data have been updated to reflect this change. While this decreased the representation of women, Black/African Americans and Underrepresented minorities among leaders (senior managers and above), our 2025 goals remain unchanged. Please reference our latest report for the impacts of these changes.

†Underrepresented minority defined as Black/African American, Hispanic/Latinx, Native American, Alaskan or Hawaiian/Pacific Islander, or Multiracial.

Measuring our change

Numbers can’t tell the whole story, but a closer look provides an at-a-glance snapshot of where we are and where we still need to go. These benchmarks will help guide us as we build a path forward.

    Our focus areas

    Graphic illustrates a series of concentric circles in different colors; all of the concentric circles are incomplete. In the center of the concentric circles, is a full circle with the following text: Diversity, Equity & Inclusion at Capital Group.

    Culture of belonging

    We're committed to an inclusive culture to ensure that every associate can confidently say “I belong here.” Welcoming the perspectives and experiences of all associates is part of our core values. 

    Diverse teams of associates

    We're committed to greater representation of underrepresented groups across Capital and at all levels. We believe that diverse teams generate better ideas and make better decisions. 

    Leadership, commitment and accountability

    We're committed to embedding DE&I in all aspects of our business by cultivating a shared sense of ownership of DE&I objectives across Capital, with leaders and associates understanding and driving our long-term progress.

    Impacting our communities

    We're committed to championing greater access to financial services and representation in our industry and our suppliers. We empower associates to support nonprofits of their choice, including those advancing equity and social justice in their communities and beyond.

    The courage to do things differently

    From the beginning, Capital Group has been a company that's not afraid to be different and set ambitious goals. Founded during the Great Depression, we chose to set up on the West Coast rather than in the financial epicenter of Wall Street.

    Today, we’re bringing this same ambition to DE&I and are learning along the way. We’re challenging norms. We’re setting higher benchmarks. And we’re pushing for a more inclusive workforce. 

    To make a difference, we are not afraid to do things differently.

    Diverse teams of associates

    We want to hire and develop associates who can share their unique perspectives and experiences with Capital Group. The communities in which we live and work are an important source of that talent. That's why we partner with leading diversity organizations to reach underrepresented candidates.

     

    Our innovative development and outreach programs offer a path to advancement. And we're proud of our ongoing efforts to ensure pay equity throughout the organization.

    Leadership, commitment and accountability

    Our goal is to embed DE&I in all aspects of our business by cultivating a shared sense of ownership of DE&I objectives across Capital, with leaders and associates understanding and driving our long-term progress. This focus strengthens our teams, enabling us to pursue the best outcomes for our clients.

     

    In June 2020, we committed to redoubling our efforts to promote DE&I in our programs, processes and beyond. Since then, we have taken clear and measured action to fulfill Capital's commitment.

    Culture of belonging

    We're building a culture of belonging where all associates can thrive. We provide inclusive benefits and wellness programs to support early-career team members, associates caring for aging loved ones, single parents, LGBTQ+ families, transgender associates and more.

    Impacting our communities

    Making a difference in our communities is a core part of our culture. We champion more equitable access to financial services and representation in our industry and among our suppliers. Through our charitable giving program, we empower associates to support nonprofit organizations advancing equity and social justice in our local communities and beyond.

    Capital Communities

    We're proud that our Capital Communities represent diverse identities and interests. More than 70% of our global associates participate in at least one Community. These include race/ethnicity, gender identity, sexual orientation, faith, mental health and many more.

    Improving our culture. Impacting our community.

    As a global leader, we recognize that the world around us is changing, so we’re changing the way we invest — both in funds and in our people. When we create an environment of integrity, respect and true collaboration, our people can carry these principles from the company to their community.

    Industry leadership

    In 2022, Capital Group hosted its fifth Annual Roundtable Conversations on Diversity, Equity and Inclusion, which was attended by more than 130 in-person and virtual participants. Attendees delved into the topic of allyship and represented 50 leading financial services firms from North America and Europe.

    Philanthropic commitment to advance racial equity

    In 2022, Capital Group donated $6.2 million to racial equity and social justice causes. We provided grants to more than 800 nonprofits dedicated to advancing racial equity and social justice. This support has gone both to new organizations recommended by associates and to long-standing community partners.

    ‡As of December 31, 2022

    Promoting local, minority-owned businesses

    Supplier diversity and fair competition matter to us. That's why our corporate sponsorships help drive policy changes. These include the Women's Business Enterprise National Council, National LGBT Chamber of Commerce and the National Minority Supplier Development Council. 

    Recognition for the progress we’re making

    Leading institutions have taken notice of our commitment to creating a great workplace for all associates.

    Racial Equity at Work

    Certified at the Bronze level by Management Leadership for Tomorrow’s (MLT) Black Equity at Work

    Committed to the MLT Hispanic Equity at Work Certification Program

    Disability Confident Employer

    Supported by the Diversity Project and recognized by the UK government for our ongoing efforts in ensuring a disability-inclusive workplace

    Workplace mental health

    One Mind at Work Salus Award for Workplace Mental Health for 2021

    Employees' choice

    Glassdoor’s Top 100 CEOs for 2021 and Glassdoor's Best Places to Work for 2022

    100%

    Human Rights Campaign Best Places to Work for 2022
    (Received 100% in the Corporate Equality Index every year since 2018)

    Best companies for women

    Named one of the Best Companies for Women and Best Finance Companies for Women by Fairygodboss in 2019, 2020 and 2021

    Best places to work

    Pensions & Investments “Best Places to Work in Money Management” list for 2018, 2019, 2020, 2021 and 2022

    All data on this page is as of December 31, 2022.

    Diversity, Equity & Inclusion and Sustainability:

    Improving lives for generations

    Learn more in the report for calendar year 2022

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