Chie Toriumi
Senior Managing Director, Nomura Holdings Inc. • Tokyo
Until now, if a man said he wanted to work from home, others would tell him, `What are you talking about?' But it will gradually become a norm, and so home chores will be shared. I don't think we’re there yet. I often ask our male employees who are working from home, `That’s all well and good but are you doing the housework?' Things will gradually change, and the number of women leaving the workforce will likely fall.
Rachel Lord
Head of Europe, Middle East, Africa, BlackRock Inc. • London
As the head of the largest asset manager in EMEA I am extremely proud of the progress we have made on gender diversity over the last few years—for example, today over 40% of my Executive Committee are female. Nevertheless, it is clear that both BlackRock, and our industry more broadly, need to make further progress on gender, race, disability, sexual orientation and other forms of diversity, at all levels of the organization. We need to help dismantle the structural impediments to opportunity and advancement faced by anyone who doesn’t look like the 'norm.' I believe that if we can collectively focus our energy on overcoming the challenges posed by a lack of data, the need for more ambitious targets, and an overall lack of accountability, the rewards are potentially huge—making our businesses more competitive and more sustainable over the long term.
Adam Farkas
CEO, The Association for Financial Markets • Europe
We can’t increase diversity with a single decision. We need to make efforts over time using holistic approaches—training and recruitment all the way to addressing compensation. The initiative to have shorter stock exchange trading hours is an example, if accepted, that would allow for more diversity in parts of finance. It shows the industry wants to change. Further efforts are needed to speed up increased diversity and over time they will result in positive outcomes.
Kewsong Lee
Co-CEO, Carlyle Group LP • New York
Achieving more meaningful progress in our industry will require firms to commit to improving their culture over the long-term in a comprehensive and sustained fashion. It’s more than just setting the right “tone at the top.” It requires multiple actions that are holistic, sustained for many years and utilize all spheres of influence. It will also require embracing diversity of thought and inclusive behavior in everything we do. And finally, it will require listening, action and taking accountability.
Karis Stander
Managing Director, Investment 20/20 • London
Most young people have never heard of the brands in the industry, so you need to get out to schools and inspire them. It is so important to have people from different backgrounds, different lifestyles, because diversity of opinions and experience is the life blood of our industry. That means we have got to get a critical pool of diverse people and promote and develop them so we don't turn around and say there is nobody there.
Karolina Noculak
Investment Director, Aberdeen Standard Investments • Edinburgh
Chair of the CFA U.K. D&I Network • Scotland
Retention of diverse talent and career progression remain key issues. Long-hour culture and office presence created tangible barriers to female progression as women are typically primary carers. Flexible working, remote access and clear progression paths based on outcomes (rather than office presence) are necessary to level the playfield. If there is a silver lining to the current lockdown, we should note that some tangible barriers to female progression have just been lifted.