IMC ANNUALREPORT 2020 - Flipbook - Page 33
11 PEOPLE AND CULTURE
PEOPLE AND
CULTURE
IMC ANNUAL REPORT 2020
IMC HAS A clear and ambitious
growth strategy, a key component
of which is the recruitment of both
graduate and experienced hires
across trading, technology, risk and
business support.
more than an isolated or contained
event in Asia, IMC’s immediate
priority was the health and safety
of our people. Fortunately, in 2020
we suffered very few cases of
Covid-19, and none was serious.
Ours is a firm with a strong
culture, which emphasises
teamwork between offices in the
US, Europe and APAC. Furthermore,
it is a business built on speed and
technology, with a critical role and
obligation to provide liquidity to
global financial markets at all times
so as to facilitate the transfer of risk.
Critical to that outcome was the
speed and seriousness with which
we initiated and operated restrictive
working practices, and the support
given to staff, not only in providing
technical equipment and IT at their
home or remote work location,
but in terms of ongoing mental
health monitoring and awareness.
In particular, this was a key priority
with new recruits and graduate
hires, some of whom had spent
no time in an IMC office before
lockdowns began and were required
to train and work remotely.
At IMC we work hard to give
our people the support they need
to grow and to realise their full
potential. We have many recruitment
and training programs in place –
including internships, traineeships,
management and technical trainings
– while at the same time we
encourage employees to take their
development into their own hands.
In 2020, ‘traditional’ routes
to finding candidates, such as
recruitment fairs, were effectively
closed to us as travel and workplace
restrictions and lockdowns
came into force. However, as
IMC continued to grow and to
identify market opportunities,
we maintained ambitious hiring
targets. In that environment,
attracting good candidates –
experienced hires, interns and
graduates from the world’s
leading universities – required both
innovation and resourcefulness.
Continuous learning and
discovery are fundamental pillars
of IMC’s culture, and our priority
through 2020 was to ensure
we continued to deliver those
experiences and opportunities
across the firm, whether to
new hires, or in leadership and
development programs.
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As it became evident, early in the
year, that the pandemic would be
IMC is committed to being a
responsible citizen, recognising
its responsibility to the
communities in which it operates,
to society at large, and to the
planet. As we look to deepen and
strengthen that commitment,
we are actively engaged in
assessing and addressing our
environmental impact.
“Among the measures
of success of the
internship is that the
projects undertaken
by interns are
impactful and are
expected to contribute
to improvements to
IMC systems when
put into production.”
Over time, we intend to
financially offset our carbon
footprint, while at the same
time reducing emissions towards
becoming carbon neutral.
We have completed a
comprehensive inventory of our
businesses and activities across
the world, as part of a clear,
focused policy to ensure we
continue to make every effort
to minimise our environmental
impact. We have identified four
main contributors to IMC’s CO2
footprint: data center power
usage, server production, air
travel, and office electricity and
cooling, and are partnering with
Climate Neutral Group (CNG),
a dedicated group of climate
experts, to further improve
the accuracy of our footprint
calculations and have started
projects to reduce our footprint.
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