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November 3, 2021

Family businesses often grow in an unstructured way, leading to a culture of informality. As a result, basic employment law documents can get overlooked and family members are not issued with employment contracts or subject to formal policies. This can leave the business exposed when issues arise as neither the business nor the family member have a ‘rule book’ to follow.

Family businesses often grow in an unstructured way, leading to a culture of informality. As a result, basic employment law documents can get overlooked and family members are not issued with employment contracts or subject to formal policies. This can leave the business exposed when issues arise as neither the business nor the family member have a ‘rule book’ to follow.

October 4, 2021

Family offices are evolving—what should you be focusing on in the future? Share your insights in our new survey.

Family offices are evolving—what should you be focusing on in the future?

In partnership with TMF Group, Campden Wealth is delighted to be working on a new survey that will highlight the latest trends and issues facing family offices.

The aim is to uncover attitudes on the changing landscape and find ways to generate efficiencies, ease the administrative burden and capitalise on specialists’ skill sets.

September 27, 2021

In a post-pandemic world, many new opportunities and challenges lie ahead for family-owned businesses and business families.

In a post-pandemic world, many new opportunities and challenges lie ahead for family-owned businesses and business families.

August 11, 2021

There has been a growing focus on mental health and work—but this has been restricted to startups and mental health in the workplace. We have conversations about employee wellbeing, but not about the health of the leader of the enterprise, or the next generation entrepreneur.

There has been a growing focus on mental health and work—but this has been restricted to startups and mental health in the workplace. We have conversations about employee wellbeing, but not about the health of the leader of the enterprise, or the next generation entrepreneur.

This is an important question to explore because it affects not only individual wellbeing, but also could affect the way business is conducted and may cascade down to employees.

February 1, 2021

Russell Investments has a long history of highlighting the role of environment, social and governance (ESG) factors in adding value to an investment practice. We share three proof points of the value-add associated with ESG awareness and integration, and analyse the importance of considering ESG risks both in the security selection process and the asset manager selection process.

Russell Investments has a long history of highlighting the role of environment, social and governance (ESG) factors in adding value to an investment practice (1). In this post, we share three proof points of the value-add associated with ESG awareness and integration, and analyse the importance of considering ESG risks both in the security selection process and the asset manager selection process.

December 11, 2020

Families aligning their charitable giving with their business plans and the rise of the next generation of family leaders are among the trends explored in a new book which aims to guide families on their ventures in philanthropy.

Families aligning their charitable giving with their business plans and the rise of the next generation of family leaders are among the trends explored in a new book which aims to guide families on their ventures in philanthropy.

Family Philanthropy Navigatorpublished this month, delves into case studies and offers advice and practical tools for experienced and aspiring families in the philanthropy sector.

November 20, 2020

It was family business as usual. Two founding brothers running their enterprise with their four children—two daughters and two sons—in different stages of being groomed to take up important positions. The elders continued to occupy leadership roles and their trusted advisers made sure that the power of decision was always retained by them.

It was family business as usual. Two founding brothers running their enterprise with their four children—two daughters and two sons—in different stages of being groomed to take up important positions. The elders continued to occupy leadership roles and their trusted advisers made sure that the power of decision was always retained by them.

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