"The companies that we invest in that have more diversity have better economic outcomes... so why would we think that in asset management we would be different or somehow immune to the benefits of diversity?"

“The concepts of diversity and inclusion are about so much more than pure business considerations. They build resilience into the fabric of our economy and lead to better outcomes for people, society, and the planet.”

“Groupthink is the most value-destroying challenge in our business.”

“By focusing on other dimensions of diversity like race...sexual identity...class, the fear is that we're going to take our foot off the accelerator on gender, which is then going to stall progress.  I don't believe this is true, and in fact, our economic arguments are only strengthened when we maintain allegiance to diversity itself, as opposed to gender more narrowly.”

“Capital markets participants must transition from reacting to change to modelling the way; and in doing so, proactively playing a lead role in the development of enduring businesses that thrive by meeting the needs of all stakeholders and driving impactful outcomes that serve society at large.”

“To be successful in one of the most competitive industries in the world where results are intensely scrutinized, we need to leverage the competitive advantage of diversity in backgrounds and perspectives and the benefits of an inclusive culture built on core principles.”

“While disclosure on the part of companies is not a substitute for action, it will allow for a baseline understanding of where the corporate world stands today with respect to racial diversity - an important step in achieving both economic and societal goals.”

“We argue that culture — specifically one which promotes an inclusive environment — can be a bridge between diversity and inclusion aspirations and tangible results.”

“Leadership is facing a paradigm shift; The leaders of tomorrow will need to bring new skills and a new mindset.”

“A creative and flexible approach to DEI, anchored on a culture of inclusion, will allow firms to carry forward programmes that are working well, while also welcoming new initiatives that are specifically targeted to this period of uncertainty.”

“If we're to work to improve organisational diversity, we need to start with data.”

“A truly inclusive culture actively rejects 'group think' and is not only comfortable with dissent but requires it.”

“[My background] provided me with a good perspective on the importance of diversity, not just male and female but different cultures and people, their lives and viewpoints.”

“We can confidently say that, historically, higher diversity ‘today’ has translated into higher return on equity ‘tomorrow’.”

“I don’t think we should accept companies doing the bare minimum, in other words appointing a threshold number of women onto their boards and in doing so not really addressing the core problem. The problem is an economic one: our research shows groupthink leads to stagnancy and worse economic outcomes…”

“We see the benefits on a daily basis of employing colleagues from different backgrounds. [This] percolates into problem-solving processes which have proved very beneficial for clients.”

“…diversity is not just a "nice to have" but instead a "must have" for firms facing the most intense market competition.”

“Look at the culture of the company and the programmes it promotes. Is it committed to diversity, does it help parents re-enter the workplace and offer good work-life balance and flexibility? Women will respond to welcome gestures of support from employers by working harder. It’s amazing how these things work in terms of retention.”

"Organisational diversity and the policies and practices that make it manifest are associated with greater employee retention, greater productivity, ability to attract new talent, and improved innovation and problem solving – through a reduction in ‘group think’."

"Importantly, both are stories of people with immense passion for something, who embrace challenges with determination and commitment and achieve success with authenticity and humility."

“By focusing on other dimensions of diversity like race...sexual identity...class, the fear is that we're going to take our foot off the accelerator on gender, which is then going to stall progress.  I don't believe this is true, and in fact, our economic arguments are only strengthened when we maintain allegiance to diversity itself, as opposed to gender more narrowly.”

“While disclosure on the part of companies is not a substitute for action, it will allow for a baseline understanding of where the corporate world stands today with respect to racial diversity - an important step in achieving both economic and societal goals.”

“We argue that culture — specifically one which promotes an inclusive environment — can be a bridge between diversity and inclusion aspirations and tangible results.”

“Leadership is facing a paradigm shift; The leaders of tomorrow will need to bring new skills and a new mindset.”

“A creative and flexible approach to DEI, anchored on a culture of inclusion, will allow firms to carry forward programmes that are working well, while also welcoming new initiatives that are specifically targeted to this period of uncertainty.”

“[My background] provided me with a good perspective on the importance of diversity, not just male and female but different cultures and people, their lives and viewpoints.”