Remuneration policy

CCLA provides investment management products and services predominantly to charities, religious organisations and the public sector.

Our purpose is to help our clients maximise their impact on society by harnessing the power of investment markets. This requires us to provide a supportive and stable environment for our staff and deliver trusted, responsibly managed and strongly performing products and services to organisations, irrespective of their size.

The CCLA Remuneration Policy represents the remuneration arrangements of both CCLA Investment Management Limited (CCLA IM) and its wholly owned subsidiary, CCLA Fund Managers Limited (CCLA FM) (collectively referred to as ‘CCLA’). Where arrangements apply to only one firm this is noted. This policy applies to all CCLA employees.

This policy sets out how CCLA ensures that its remuneration approach supports the delivery of its business strategy, objectives and long-term interests of the organisation, with consideration of the:

• organisation’s risk appetite including environmental, social and governance factors
• organisation’s culture and values
• long-term effect of the investment decisions taken

This policy sets out how CCLA promotes sound and effective risk management in accordance with the relevant remuneration codes transposed into the relevant SYSC sections of the Financial Conduct Authority (FCA) handbook of rules and guidance.

The following parts of CCLA’s business are required to comply with the following Remuneration Codes:

• CCLA IM – MiFIDPRU (SYSC 19G) and UCITS V (SYSC 19E)
• CCLA FM – AIFMD (SYSC 19B).

For more information please download the full policy.