We’re making progress but it’s hard-fought

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We find the global momentum to address the barriers women face in investment management is yielding results, particularly among junior to mid-level investors. Industry initiatives aimed at raising awareness among women at university are making it easier to source female talent for junior roles. Directives to recruitment firms to source women to fill mid mid-toto-senior level roles have resulted in those number inching up slowly.Stakeholder expectations and moves to set gender targets and make them public means the competition for top female talent will only grow.

The specialised nature of front-office investing means talent must be developed from the ground up. That means proactive recruitment of experienced investors delivers a gain for one fund and a loss for the other.At the aggregate, we move sideways or backwards if we fail to address the fact we’re losing female talent from the industry at a far greater rate than we’re losing men.

An extract from “Where are all the women? How the Australian investment management industry is grappling with its lack of gender diversity and ideas to accelerate progress”.