Diversity & Inclusion in Investment Management
The industry seems stuck when it comes to diversity and inclusion. Why is this, and what can be done to change it? What does an “inclusive” work culture look like?
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As one chief diversity officer at a financial service company said, “How do we ensure our leaders are educated on D&I and are clear on the expectations on them? We ask leaders to move the needle, but we don’t give them the tools.”
Most importantly, what can we learn from companies that have succeeded? These are just some of the questions we set out to answer in a series of industry workshops that formed the basis for this paper.
In a series of workshops* held from October 2017 to May 2018, firms could openly discuss what they are doing, what’s been working, and what comes next.
From these workshops, we devised a list of 20 concepts that repeatedly came up and the recommended actions for how to use them.
*These events were held under the Chatham House Rule and took place in Toronto, Boston, San Francisco, Chicago, Philadelphia, and New York City, with a total of 344 participants across 99 companies, representing approximately $38 trillion in assets under management. The composition of roles was as follows: C-level executives = 19%, MD/head/VP = 36%, other investment professionals = 24%, HR/D&I = 18%, other = 3%.