The Board remains committed to high standards of corporate governance in directing the Group's affairs and in its accountability to shareholders. The Directors believe these are key to managing our business effectively and delivering shareholder value over the longer term.

You can read more about how abrdn plc is governed via its governance framework which is documented in the Board Charter. The Charter comprises 3 elements:
Part 1 – Responsibilities and Matters Reserved for the Board – how the Board operates
Part 2 – Roles and Responsibilities of Members of the Board – what is expected of Directors
Part 3 – Terms of Reference of the Board Committees – how the Board Committees operate

The regulations governing the rights of shareholders, the conduct of meetings and the appointment, removal and powers of the Directors are set out in the Company's articles of association.

Application of the UK Corporate Governance Code (the Code) for year ended 31 December 2022

For the year ended 31 December 2022, the Board has carefully considered the principles and provisions of the Code and has concluded that its activities during the year and the disclosures made within the Annual report and accounts comply with the requirements of the Code, with one minor exception as noted below:

Jutta af Rosenborg and Martin Pike stood down from the Audit Committee and the Board on 18 May 2022. Mike O’Brien and Pam Kaur were appointed to the Committee on their appointment to the Board on 1 June 2022. Consequently, for the period 19 May to 31 May the Audit Committee consisted of two members, rather than three as required under Provision 24 of the Code. The Committee did not meet nor consider any matters during this period.

Diversity

Board Diversity statement

The Board:

  • Believes in equity and supports the principle that the best person should always be appointed to the role with due regard given to the benefits of diversity, including gender, ethnicity, age, and educational and professional background when undertaking a search for candidates, both executive and non-executive
  • Recognises that diversity can bring insights and behaviours that make a valuable contribution to its effectiveness
  • Believes that it should have a blend of skills, experience, independence, knowledge, ethnicity and gender amongst its individual members that is appropriate to its needs
  • Believes that it should be able to demonstrate with conviction that any new appointee can make a meaningful contribution to its deliberations
  • Is committed to maintaining its diverse composition
  • Supports the CEO’s commitment to achieve and maintain a diverse workforce and an inclusive workplace, both throughout the Group, and within the Executive Leadership Team
  • Has a zero tolerance approach to unfair treatment or discrimination of any kind, both throughout the Group and in relation to clients and individuals associated with the Group.

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