快速解套

Human Capital

Our people are our greatest asset and we are committed to promoting our employees' engagement, development and full potential. 

Our Culture

快速解套Our culture is built upon the following six core values: ownership, accountability, communication, collaboration, diversity & inclusion and humility. These values are embedded in our professional and personal conduct and are crucial to how we operate our business.

  • Ownership
  • Accountability
  • Communication
  • Collaboration
  • Diversity & Inclusion
  • Humility
Our People

Our greatest asset is our employees – highly skilled individuals who come to work every day, committed to the long-term success and growth of our Company. We emphasize workplace ownership, inclusion and excellence and are committed to attracting, developing and retaining the best talent, who have diverse experiences, perspectives and backgrounds.

Our People by the Numbers

180+

Full-time employees

28

快速解套New hires in 2019

Talent

The deep and varied expertise of our talented professionals has supported our successful evolution from a monoline Agency mortgage REIT to the diversified capital manager we are today.

Our team members bring with them seasoned and varying sets of professional experience across a variety of sectors, credit cycles, backgrounds, functions and market environments, including:

  • Investment
  • Origination
  • Risk
  • Credit
  • Capital Markets
  • Execution
  • Strategy
  • Legal
  • Compliance
  • Finance
  • Human Capital
  • Investor Relations
  • Tax & Accounting
  • Information Technology
Diversity and Inclusion

The diversity of our employees brings a range of thought and experiences throughout our Company, cultivating innovation, fresh perspectives and new ideas.

We consider diversity and inclusion an essential element of our corporate culture. We know that all dimensions of diversity enhance our overall performance and, ultimately, create value for our employees and investors. We are proud of our diversity, from our diverse Board of Directors to our management team's commitment to promoting employees of all backgrounds.

快速解套Annaly’s Human Capital Management Group is responsible for overseeing and continuing to improve our diversity initiatives, including affinity groups and talent recruitment. In 2019, we conducted an implicit bias training for all managers.

Below are some examples of how we think about diversity:

  • 快速解套Diversity of Thought

  • Gender Diversity

  • Racial Diversity

  • 快速解套National Origin Diversity

  • 快速解套Diversity of Professional and Personal Experience

  • Diversity of Background

As an equal opportunity employer, we value the diversity of the unique individuals who make up our team. We do not discriminate on the basis of an individual’s race, color, religion, sex, national origin, citizenship, ancestry, age, disability, marital status, sexual orientation, pregnancy, creed gender identity, gender expression, military status, predisposing genetic characteristics, familial status, unemployment status, domestic violence victim status as defined by applicable, arrest or conviction record, caregiver status or any other characteristic protected by applicable law.

Employee Gender and Racial Diversity

We support the diversity of our employees, including gender and racial diversity, as a business imperative, as we believe it helps us generate strong returns for our shareholders.

35%

of employees identify as female

57%

of new hires in 2019 identify as female

32%

of employees identify as racially diverse

43%

of new hires in 2019 identify as racially diverse

Women at Annaly

Investing in the advancement of women is a key priority for Annaly. As such, we have expanded our initiatives focused on advancing gender diversity, which includes professional development, mentorship and internal employee engagement. Business performance data demonstrates that when women have meaningful business roles, company performance is enhanced and sustained. As demonstrated by the proportion of female promotions, Annaly strives to achieve gender diversity across all levels of our Company. In 2019, we appointed Serena Wolfe as Chief Financial Officer, bringing the proportion of women among our Named Executive Officers ("NEOs") to 20%, well above the 12% of all NEOs in the S&P 500 that are women(1). Since 2015, nearly 40% of Managing Director promotions, 50% of additions to Annaly’s Operating Committee and 60%快速解套 of additions to the Board of Directors have been women.

快速解套 Women’s Interactive Network

Launched in 2017, the Annaly Women’s Interactive Network (“WIN”) fosters a strong sense of community and engagement among women at Annaly. Through targeted development and networking opportunities, knowledge exchanges, mentorship, coaching and volunteer efforts, Annaly continues to provide exposure and promote the progression and advancement of women at Annaly. WIN is led by a committee of women and men to serve women at all levels and business areas.

In 2019, we focused on the following initiatives across three areas:

Women at Annaly
Focuses on the internal development of women through strategic initiatives that support, advance and retain women at Annaly
WIN in the World
Emphasizes the development of women through partnerships with external organizations 
Volunteering with WIN
Creates opportunities for employees to support change in underserved communities and participate in charitable organizations that further the WIN and broader corporate responsibility missions
     
Initiatives
  • Mentoring Circles
  • Speaker Series
  • Volunteer opportunities with organizations supporting women

In 2019, we launched WIN Mentoring Circles, which aims to provide women at Annaly the opportunity to connect with both male and female senior leadership. The goal is to develop relationships to foster a better sense of community and professional support with a smaller cohort of women at the firm. The Mentoring Circles, which consist of women of varying seniority levels and teams, meet to discuss business initiatives and professional development topics.

快速解套Since inception, WIN continues to host highly attended events that further empower and advance women, including a non-profit board fair, which connected over 200 women with nearly 25 non-profit organizations, and a women’s leadership event for Annaly and our corporate partners.

Further, we have facilitated volunteer and donation opportunities, in which both WIN members and all employees may participate to further one of our corporate priorities – advancing women professionally. These efforts include speaking engagements and volunteer opportunities serving Dress for Success ® New York, an organization dedicated to providing women with a network of support, professional attire and other development tools to help women achieve economic independence.

We look forward to scaling the successes of WIN to provide similar benefits to other employee groups in the near term.

Women in Leadership
Board of Directors
45%
5 out of 11
Named Executive Officers
20%
1 out of 5
Operating Committee
38%
5 out of 13
Employee Development, Benefits and Wellness

Developing our people not only reflects our commitment to each employee individually, but also directly supports the growth and long-term sustainability of our business, giving us a deep pipeline of talent for the future. We are committed to investing in and promoting talent that cultivates a high performance culture and builds the capabilities and full potential of our employees. Investing in our employees is key to building the leadership, technical and functional expertise requisite for the performance and growth of our business.

Our Human Capital Management Group is responsible for overseeing our talent and development initiatives. We strive to provide our employees with tools, resources and internal development programs to enhance their career trajectory, work experience and job-specific skills. Our programs are intended to foster community, employee engagement and shared cultural values through professional development, career management and cross-departmental collaboration and networking.

Since 2015, we have delivered 10 different learning and development programs that are available to 100% of our employees. These programs, trainings and skill-building opportunities are tailored to employees based on a variety of factors, including their career level, gender and interests.

We maintain a rigorous and thorough talent review process to ensure that our people are in appropriate roles that maximize their full potential.

Annaly’s talent and performance review process includes:

  • Continuous active feedback including mid-year and year-end evaluations delivered to all eligible employees by their managers
  • 360-degree performance reviews for all employees that allow for feedback from multiple sources (both junior and senior to the employee) to inform and advance individual development
  • Semi-annual talent and succession review process to ensure we have talent optimally positioned to support the business strategy

We believe in investing in the well-being of our people. As such, we offer all of our employees a competitive suite of benefits designed to meet their needs. This includes, but is not limited to:

  • Health care benefits
  • Back-up care and family support for children, adults and elders provided through in-home care and local centers
  • Parental Leave (14 weeks for primary caregiver and 6 weeks for secondary caregiver) and "Phased Return to Work" Program
    • Other leave options, such as person-, medical-, caregiver- and military-leave
  • Employer 401(k) match
  • Educational subsidies and reimbursement
  • Job-related certification reimbursement
  • Subsidized lunch
  • Variety of wellness initiatives
  • Initiatives to improve work-life balance 

We offer a wide range of wellness initiatives to employees throughout the year. Annually, we host a Wellness Week for employees, organizing sessions on health, future retirement savings and physical and emotional well-being. We also offer a Fitness Reimbursement program, which provides a financial incentive to employees who demonstrate a commitment to physical fitness. These initiatives, available to all employees, are intended to help employees create positive changes that lead to richer lives and higher employee engagement through awareness and education.

We strive to provide each employee with a physically and mentally safe and healthy work environment. Each employee has responsibility to maintain a safe and healthy workplace for others by following rules and practices, and reporting accidents, injuries and unsafe equipment, practices or conditions.

快速解套We have established a tuition reimbursement plan to cover all or part of the cost of education that furthers employee development in a field directly related to their specific job, up to $5,000 per year per employee. In 2019, 16% of our employees received educational subsidies or continuing professional education, reflecting both employee and corporate commitment to continuing education and development.

Employee Engagement, Satisfaction and Feedback

Why the Survey Matters

快速解套For the past five years, we have invited our employees to participate in an annual employee engagement survey, “The Annaly Experience,” consisting of 12 focus areas and 50 questions to help identify our strengths, priorities, overall engagement levels and targeted areas for improvement. We utilize this survey to create an open and honest feedback forum, enhancing our overall productivity and mitigating risk.

How We Performed in 2019(2)

90%

of employees participated in the survey

95%

快速解套of employees indicated their commitment to exceeding shareholder expectations

88%

Of employees enjoy working at Annaly

快速解套Since the launch of this survey, we have consistently seen high response rates and results demonstrating significant levels of engagement, commitment, pride and performance. Since we instituted the annual survey, all 12 focus areas have seen an improvement in their total score, including Clarity of Direction, Teamwork & Collaboration and Recognition & Reward.

As a means of measuring and tracking our corporate culture, our employee survey is an area of focus for Annaly. We remain committed to striving for high satisfaction from all of our employees, illustrated by the nearly 20% increase in our overall favorability score since the survey’s implementation. The Corporate Responsibility Committee of the Board has oversight of our corporate culture, and related programs, as outlined in the Committee’s charter.

Favorability Score

Favorability Score Chart Image

Employee Hiring and Turnover

In the last few years, Annaly has evolved into four core investment strategies with 38 different investment options. As our business model has grown and diversified beginning in 2014, so too have our hiring needs and the expertise of our employee base. The deep and varied expertise of our talented professionals has supported our successful evolution from a monoline Agency mortgage REIT to the diversified capital manager we are today. This skilled team has contributed to Annaly’s total shareholder returns of 91% since our diversification strategy began.(3)

Despite our rapid growth and diversification, our average annual voluntary turnover was 7% for the three years from 2017 through 2019, with 5% voluntary and 7% total turnover rates in 2019. These rates are well below the financial services sector rates of 18% voluntary and 28% total turnover in 2019.(4)

5%

Voluntary turnover rate in 2019

91%

Annaly’s total shareholder return since beginning of diversification strategy in 2014(3)

Employee Stock Ownership Guidelines
Foster an Ownership Culture

In 2016, we established Annaly’s broad-based Employee Stock Ownership Guidelines. Pursuant to these voluntary guidelines, and as a reflection of our commitment to aligning the interests of our employees and our shareholders, Director-level and above employees (which represents approximately 37% of total employees) hold predetermined amounts of Annaly shares. 

As of December 31, 2019, 100% of employees subject to our voluntary Stock Ownership Guidelines for a minimum of one year own stock.

Corporate and Employee Philanthropy and Volunteerism

Annaly’s corporate giving is focused on high-impact programs that advance social issues that we are committed to: combatting homelessness and advancing the professional development of women. In 2019 and 2020, we initiated the following partnerships:

Works to strengthen individuals, families and communities by developing and sustaining exceptional supportive and affordable housing as well as programs for homeless and other vulnerable New Yorkers

快速解套In 2019, Annaly and our employees sponsored Breaking Ground’s annual fundraising gala, conducted a winter donation drive and facilitated volunteer opportunities, such as serving Thanksgiving dinner to Breaking Ground residents.

Aims to transform the asset management industry by bringing more women into portfolio management and leadership
 
 

In 2020, Annaly will host interns participating in the Girls Who Invest Summer Intensive Program, and offer real world experience for college-aged women looking to learn more about a career in finance and investment management.

快速解套In addition, Annaly and our employees meaningfully contribute to the communities where we live and work through Annaly’s corporate giving, employee volunteerism and Annaly Gives Back – our employee match grant program.

快速解套Since 2015: 

Annaly and its employees have donated over $600,000 to 90 organizations, including both corporate contributions and employee donations.

Nearly 50% of our current employee base快速解套 has volunteered their time at Company-sponsored initiatives supporting women, children and New York City’s homeless community.

Recognition and Acknowledgement

Bloomberg Gender-Equality Index

Annaly was acknowledged in 2018, 2019 and 2020 as a member of Bloomberg Gender-Equality Index, recognizing Annaly's commitment to advancing women in the workplace.

Bloomberg Gender Equality Index

With 45% female representation among our Directors, Annaly is considered a “Winning” Company by 2020 Women on Boards, a national campaign to increase the percentage of women on U.S. company boards to 20% or greater by the year 2020. Annaly is part of 3% of the universe of “Winning” companies with 5 or more women on its Board.

Driving Value through Thought Leadership

We are committed to providing value through thought leadership. We conduct targeted research on topics that are meaningful across our businesses. This content can be found in the “Thought Leadership” section of our website.

Note: Employee composition statistics as of December 31, 2019. Until the closing of its announced internalization transaction, Annaly is externally managed by Annaly Management Company LLC, whose employees, together with employees of Annaly’s subsidiaries, are referred to as Annaly’s employees throughout this website.

1. S&P 500 Named Executive Officer data as of January 2020.

2. Survey results based on 2019 internal survey conducted by Perceptyx. 

3. Total shareholder return shown since December 31, 2013, which marks the beginning of Annaly's diversification efforts, through January 31, 2020. Since its IPO in 1997, Annaly's total shareholder return is 912%.

4. Financial Services Sector data per United States Department of Labor, Bureau of Labor Statistics, "Job Openings and Labor Turnover Summary," using December 2018 - November 2019 totals.