Impact Shares Women's Empowerment ETF
Key Statistics
Historical Performance
Total return including reinvested distributions, from adjusted closing prices.
Price History
Price history is being compiled for this fund.
Top Holdings
Top 25 holdings as of Mar 31, 2026 · source: SEC N-PORT. Full holdings & prospectus →
About WOMN
The Fund will, under normal circumstances,invest at least 80% of its total assets plus any borrowings for investment purposes (the “80% basket”) in componentsecurities of the Underlying Index (“Component Securities”). The Fund may invest the remaining 20% of its total assets(the “20% basket”) in securities or other instruments not included in the Underlying Index, but which the Adviser believeswill help the Fund track the Underlying Index. For example, the Fund may invest in securities that are not components of the UnderlyingIndex to reflect various corporate actions (such as mergers) and other changes in the Underlying Index (such as reconstitutions,additions and deletions). The Fund may invest in securities of any type (including equity and debt securities) and of companiesof any market capitalization (including small- and mid-capitalization companies), market sector or industry, but expects to investprimarily in equity securities of U.S. companies. The Fund may use the 20% basket to invest in securities issued by other investmentcompanies, including other exchange-traded funds. In addition, the Fund’s 20% basket may be invested in cash and cash equivalents,including shares of money market funds advised by the Adviser or its affiliates. Unlike many investment companies, the Funddoes not try to “beat” the index it tracks. The Fund uses a passive management strategy designed to track the totalreturn performance of the Underlying Index. The Adviser may employ a representativesampling indexing strategy for managing the Fund, which entails investing in a sample of securities that together have an investmentprofile mirroring the Underlying Index. However, the Fund will only use representative sampling in a manner consistent with its80% policy. The securities selected are expected to have, in the aggregate, investment characteristics (based on factors such asmarket capitalization and industry weightings), fundamental characteristics (such as return variability, leverage and price toearnings ratios) and liquidity measures similar to those of the Underlying Index. The Fund may or may not hold all of the securitiesin the Underlying Index. “Tracking error” is the difference between the performance (return) of the Fund’s portfolioand that of the Underlying Index. The Adviser expects that, over time, the Fund’s tracking error will not exceed 5%. Fundsthat employ a representative sampling strategy may incur tracking error risk to a greater extent than funds that seek to replicatean index. The Fund concentrates its investments ina particular industry or group of industries to approximately the same extent as the Underlying Index is so concentrated. The Underlying Index is designed to measurethe performance of U.S. large and mid- capitalization companies that are “empowering to women,” and to exhibitrisk and return characteristics similar to those of the Morningstar US Large-Mid Cap® Index (the“Parent Index”), as described below. The Parent Index is a free float market-cap weighted index that constitutes90% of the total market capitalization of the U.S. market. The Parent Index is an equity benchmark designed to comprehensivelyrepresent the performance of the companies incorporated and/or listed in the United States and contains large and mid-capitalization equitiesand is designed with the following objectives in mind: (1) transparent and objective rules; (2) full investibility; and(3) low turnover. The Underlying Index is constructed usinga rules-based methodology to select companies from the Parent Index that have strong women’s empowerment practices. Morningstar,Inc. (“Morningstar” or the “Index Provider”) constructs the Underlying Index using company level indicators,scores, and indicator relevance weighting from Equileap, the Fund’s ESG research provider. The YWCA USA (“YWCA”or the “Partner Nonprofit”) has reviewed and approved the use of Equileap’s social screens (through the use ofthe Underlying Index) to measure the strength of women’s empowerment practices and products or services for each companywithin the Parent Index (a company’s “Gender Diversity Score”). After excluding those companies that Equileapdetermines are (i) involved in the weapons, gambling, or tobacco industries, (ii) on the Norwegian Ethics Council List1or (iii) that have experienced an applicable legal controversy, the 200 best scoring companies (after applying the optimizedweighting methodology discussed below) are selected by Morningstar as the final underlying index components. The Underlying Indexis constructed by Morningstar using an optimized weighting methodology. Under this methodology, Morningstar uses a quantitativeprocess that is designed to determine optimal weights for securities to maximize exposure to companies with higher rankings asto women’s empowerment practices, while maintaining an Underlying Index that exhibits risk and return characteristics similarto those of the Parent Index. Morningstar determines the weighting of each security in the Underlying Index using the followingvariables: Gender Diversity Score, market capitalization, and maximum and minimum weightings by security and sector. UnderlyingIndex constituents are subject to a maximum 5% per company weighting. The Underlying Index is expected to containapproximately 200 securities, but this number may change. If a company in the Underlying Index has acted in a manner inconsistentwith the selection criteria of the Underlying Index, Morningstar may, in its discretion, after consulting with Equileap, excludethe company from the Underlying Index between reconstitution periods. Morningstar may also make adjustments in accordance withits internal guidelines to reflect extraordinary corporate events (e.g., mergers and acquisitions, spin-offs, bankruptcies, insolvencies,and liquidations). The Underlying Index is rebalanced quarterly and reconstituted utilizing the rules-based methodology describedabove annually. Rebalancing refers to the process of adjusting the weights of the constituent securities in the Underlying Indexin accordance with its optimized weighting methodology in response to changes in stock value and market capitalization. Reconstitutionrefers to the process of changing the constituent securities in the Underlying Index so that securities that no longer meet thecriteria for the Underlying Index are excluded and new securities that do meet those criteria are included. The composition of the Underlying Indexis based on the following social screens used in determining the Gender Diversity Score that narrows the universe of companiesincluded in the Parent Index. Equileap determines a company’s Gender Diversity Score based upon its analysis of publiclyavailable information, as reported by such company in its most recent annual report for its fiscal year end. 1 The list of companies that the Council of Ethics for the Norwegian Government Pension Fund Global (the “Pension Fund”) has recommended excluding from the Pension Fund’s portfolio of investments on the grounds that investment in such companies would be inconsistent with the Pension Fund’s Ethical Guidelines. Each of the social screens for the Fundaddresses an issue that has a history of YWCA support. CATEGORY A: GENDER BALANCE IN LEADERSHIP &WORKFORCE 1. Non-Executive Board:Percentage of male and female as a proportion of the total number of non-executive Board members, as of the fiscal year end whereveravailable, otherwise as of the date of the latest filing. 2. Executives: Percentageof male and female executives as a proportion of the total number of executives, as of the fiscal year end wherever available,otherwise as of the date of the latest filing Executives are either defined by the company or represent those individuals thatform the company executive committee/ board, management committee/board or equivalent. 3. Senior Management:Percentage of male and female senior management, as a proportion of the total number of senior management, as of the fiscal yearend wherever available, otherwise as of the date of the latest filing. Senior management are defined and reported by the company. 4. Workforce: Percentageof male and female employees at the company, as a percentage of total employees. 5. Promotion &Career Development Opportunities: Ratio of male and female employees in management compared to ratio of each gender in total employees. CATEGORY B: EQUAL COMPENSATION &WORK LIFE BALANCE 6. Fair Remuneration:Demonstrates a commitment to ensure payment of a fair wage to all employees, even in those countries that do not legally requirea minimum wage. 7. Equal Pay: Commitmentto provide comparable wages, hours, and benefits, including retirement benefits, for all employees for comparable work in countryof incorporation. 8. Parental Leave:Paid leave programs for child and dependent care to both women and men (maternity leave, paternity leave, dependent care) in countryof incorporation. 9. Flexible Work Options:Option for employees to control and/or vary the start/end times of the workday and/or vary the location from which employees workin country of incorporation. CATEGORY C: POLICIES PROMOTING GENDEREQUALITY 10. Training and CareerDevelopment: Ensures equal access to training and career development. 11. Recruitment Strategy:Commitment to ensure non-discrimination against any type of demographic group. This could be in the form of an equalopportunities policy, as described by the company. 12. Freedom from Violence,Abuse and Sexual Harassment: Prohibit all forms of violence in the workplace, including verbal, physical and sexual harassment. 13. Safety at Work:Commitment to the safety of employees in the workplace, in travel to and from the workplace, and on company related business, andensure the safety of vendors in the workplace. 14. Human Rights: Commitmentto ensure the protection of the rights of all people it works with including employees’ rights to participate in legal, civicand political affairs. 15. Social Supply Chain:Commitment to reduce social risks in its supply chain such as forbidding business-related activities that condone, support, orotherwise participate in human trafficking, including for labor or sexual exploitation 16. Supplier Diversity:Commitment to ensure diversity in the supply chain, including a focus to ensure female-owned businesses in the supply chain. 17. Employee Protection:Systems and policies for the reporting of internal ethical compliance complaints without retaliation or retribution, includingbut not limited to access to confidential third-party ethics hotlines or systems for confidential written complaints CATEGORY D: COMMITMENT, TRANSPARENCY &ACCOUNTABILITY 18. Commitment to Women’sEmpowerment: Recognition and commitment to ensuring women’s empowerment in the workplace. 19. Audit: Undertakenand awarded an independent gender audit certificate by an Equileap recognized body.
WOMN News
- Price-Driven Insight from (WOMN) for Rule-Based Strategy
- (WOMN) Price Dynamics and Execution-Aware Positioning
- (WOMN) as a Liquidity Pulse for Institutional Tactics
- Impact Shares Womens Empowerment ETF (NYSEARCA:WOMN) Shares Down 0.8% – Here’s What Happened
- (WOMN) as a Liquidity Pulse for Institutional Tactics
- (WOMN) Risk Channels and Responsive Allocation
- (WOMN) Movement as an Input in Quant Signal Sets
Data for WOMN is aggregated from third-party providers (Tiingo, Nasdaq, Finnhub) and SEC filings, may be delayed at least 20 minutes, and may be incomplete or contain errors. Nothing here is investment advice. Verify with the official prospectus before investing.