Membership Directory - Individual

Emmanuelle Mathey

Head of Credit Risk, Group Risk at Schroders


Bio: Emmanuelle works at Schroders where she is the co-CRO for the Wealth Management division as well as the Global Head of Credit Risk for the Group. She spent the previous 10 years working at JP Morgan in London and Sydney where she was an Executive Director managing Credit Risk for the Investment Bank focusing in the Asset Management space (including Hedge Funds, Private Equity, Real Estate and Pension funds).

Emmanuelle went to an international high school in France where she obtained both the French Baccalaureat and the German Abitur. She then studied law in France and in Germany specialising in the law of the sea and International Environmental law before coming to London to find a job. She loves playing sports (handball, skiing, tennis, squash and swimming) and watching sports (particularly the NFL, curling, Winter and Summer Olympics and football) and board games.

Outside of her day job, Emmanuelle is very actively involved in Corporate Responsibility both with philanthropic initiatives and Diversity & Inclusion efforts, focusing specifically on LGBT and women. She chaired SchOUT, the Schroders LGBT+ employee group, through the pandemic and helped ensure that the group kept its momentum with an enhanced focus on visibility for all members of the LGBT+ community, intersectionality and education

Outside of Schroders, Emmanuelle is a Trustee for the Cripplegate foundation and a Non-Executive Director for Moneyline, a not-for-profit lender for the underbanked.

Emmanuelle believes in the importance of visibility and of the availability of role models. As a result, she is very open about being gay, especially with junior people and when recruiting and she puts a lot of emphasis on ongoing education as most people mean well and want to be inclusive but end up unwillingly discriminating. She is particularly interested in ensuring that all employees are more familiar with the T in LGBT and how to be trans-inclusive in the workplace.

Emmanuelle comments that:

“Growing up, it took time for me to come to terms with my sexuality, in part because I didn’t know anyone who was gay and wasn’t really aware of the community and so it felt like something was wrong with me and I simply didn’t belong. As a result I think it’s key to be a visible role model as I don’t fit the traditional mould of a senior woman in finance and it might help other people realise that they can be different and still be successful.

We aim to attract LGBT+ talent and increase diversity by organising LGBT+ graduates events, partnering with organisations such as LGBT great and completing industry benchmarking exercises. We also share some of our good work in the space of LGBT+ inclusion on LinkedIn. To support inclusion we run a very comprehensive firmwide training program around I&D and we also have a very active LGBT+ network that focuses on education, visibility, allyship and intersectionality.

I am proud to be a Project 1000 Role Model because I want anyone who might be queer or different in any way to know that it’s ok to be you and that you can be even more successful if you remain true to yourself because you will bring so much more to your role”.