Cheetham Jackson on the Financial Planner Life Podcast

Yet another insightful episode of the Financial Planner Life Podcast and this time around we have Stuart Jackson, Founder and Financial Adviser at Cheetham Jackson, a longstanding Financial Planning firm with a unique outlook on what success means with regard to client outcomes.
Stuart outlines why within his business, having billions of assets under management and high net worth corporate clients ranks below developing stronger connections with and giving back to the local communities within which a business operates.

We also dive into Stuart’s thoughts on historically, what’s been going wrong with the Financial Planning business model and how the clients that should be the most important to a local business, are often overlooked.

This is a prime example of an organisation that is truly committed to going against the grain and providing the best outcome for those individuals who don’t fit within the typical client profile for Financial Planning!

Be sure to follow financial planner life on YouTube for extra content about a career within Financial Planning HIT THAT SUBSCRIBE BUTTON!

Below are some excellent links from our sponsor Recruit UK for any aspiring or experienced financial planners looking for new job opportunities or looking to get ahead in their career.

Financial Planner Life Academies – Where we bring together the leading financial planning academies and entry-level opportunities to kick start your financial planning career. Learn more here

Experienced and searching for a new role within the financial planning profession? Click here for a free career consultation.

Check out the 2022 Financial planning Salary Guide here

If you would like to discuss partnering with The Financial Planner Life for jobs, advertising, marketing or academies please reach out to [email protected] or call 07854778712.

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We intend to eliminate discrimination and encourage diversity amongst our workforce. Our aim is that our employees will be truly representative of all sections of society and each person feels respected and able to give their best.

Our policy purpose:

Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

age
disability
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pregnancy and maternity
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religion or belief
sex
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Oppose and avoid all forms of unlawful discrimination. This includes:

pay and benefits
terms and conditions of employment
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dismissal
redundancy
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selection for employment, promotion, training or other developmental opportunities

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Achieving an equal opportunities workplace is a collective task shared between the employer and all its staff. This policy and the rules contained in it, therefore, apply to all staff of the employer irrespective of seniority, tenure and working house, including all employees, directors,

consultants, trainees, homeworkers and fixed-term staff and any volunteers or interns (referred to as staff).

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Promote the objective of equal opportunities and the values set out in this policy.
Ensure that their own behaviour and those of the staff then manage complies in full with this policy;
Ensure that any complaints of discrimination, victimisation, or harassment (including against themselves) are dealt with appropriately and are not suppressed or disregarded.

Our Commitments

Encourage equality, diversity and inclusion in the workplace.
Create a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity, and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation, and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
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Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

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