When I began my career, the overwhelming preponderance of the defined benefit pension system meant that employers were responsible for planning for retirees, but the rise of defined contribution programs has pushed these savings and investment decisions to employees.

This brings new challenges; investing can be daunting for those without specialist knowledge, nobody can know for sure exactly how much they need to save for their retirement, and living for longer means most of us will have to continue managing our investments well beyond retirement. While these challenges warrant their own discussion, I want to focus on the empowerment of current savers, who have an opportunity to use responsible investment to influence the industry and maybe even the world they retire into.

Seizing this opportunity requires us all to ask two questions:

  1. ‘What sort of world do I want to retire into?’
  2. ‘How can I save or invest in a way to achieve that?’

The first question is subjective and multi-faceted. I hope for a healthy and financially secure retirement, as do most individuals around the world. But I also hope to retire into a world in which the most pressing issues of our time such as climate change, social inequalities and environmental degradation, are being addressed.

In short I hope that the world becomes a “better place” than it is today – or at the very least, no worse. My vision may not match yours, but I suspect that many of us haven’t figured out precisely what a ‘better place’ looks like to each of us; doing so is vital if we want to answer my second question.

For around 10 years now, my colleagues and I have been asking investment managers how they assess and incorporate ESG (environmental, social and governance) considerations into their investment process. One of the most important lessons we’ve learned is that there is no one right way to invest sustainably, as Mercer’s Investing in a Time of Climate Change report reveals, and there can be a great deal of moral complexity even around seemingly simple issues.

Take bottled water, for example. The use of plastic bottles is an environmental concern for many. However, it remains an incredibly effective method of delivering water to those in dire need following crises or in times of severe water scarcity, making it a positive good from a humanitarian perspective. As a result, disinvesting may not be the best course of action. What we see many investment managers doing instead is choosing to engage with companies to take action in other ways, such as reducing the amount of plastic used in each bottle and reducing the toxicity of bottles by increasing the use of bioplastics.

Whether you are an individual or a large multi-national institutional investor, you probably don’t have the time (and maybe not the expertise) to weigh every issue, so this has to be delegated to another trusted body. But to whom?

Investment managers already (often without knowing) weigh the consequences of the investments they make on the world around us. There is great opportunity for them to clearly state their values and invest accordingly – the United Nations Sustainable Development Goals have provided a starting point and are a framework used by many.

I believe that investment opportunities viewed solely through a return-making lens carry additional risk for long-term investors and that we need to think more broadly. If you’re investing in something for the next 25 years, would you choose to invest in fossil fuels?

If investors want to shape the world they retire into, they need to exercise their power as consumers through careful choice. This could be as simple as selecting investments with a genuinely long-term focus – turnover rates and holding periods are informative for this assessment – and working with investment managers whose values align with their own.

Investing in this way doesn’t mean accepting lower investment returns – financial security in retirement rightly remains the primary objective – but appreciating how the way we invest could shape the world in decades to come makes it more likely that we can all retire into the world we want.

 

Deb Clarke is global head of investment research at Mercer

 

On International Women’s Day Top1000funds.com spoke to Mass PRIM CIO, Michael Trotsky about diversity and inclusion.

Trotsky, who was recently part of the steering committee for the CFA Institute’s diversity and inclusion project, which resulted in the report, Driving Change: Diversity and Inclusion in Investment Management, believes the industry is at a perfect inflection point to make inroads into improving its score on diversity.

 

Why is diversity and inclusion important and why is it important for the industry to have this report?

Diversity of thought is a key ingredient for success and is critical to creating a healthy, effective organization. We think the investment industry is at a critical inflection point where it is finally aware of its shortcomings and leaders are finally trying to do something about it.  This is coming from the very top of most successful organizations.  The CFA’s effort is designed to help companies adopt best practices and we hope that by doing so the investment management industry, like other industries before ours, becomes more diverse and inclusive.

What motivated you to be part of the steering committee?

This is a critical priority for me, professionally and personally.  I look forward to learning from my peers and sharing experiences.  Together we can have an important impact on the entire investment industry.

What were you surprised about in the findings?

Most of the findings are just common sense, and others like Cultural Taxation and Story Telling are more provocative.  The range of ideas is broad enough that I think any reader will find something useful and perhaps something they haven’t thought about.

Of the 20 action points in the report, what do you think is the most important for asset owners and asset managers to embrace if they want to be more inclusive and diverse?

That is a tough one.  Maybe #3. Culture is key, and policy needs to support it, but by itself is inadequate.  You hear stories about great policies that end up being ineffective, even with C-suite buy-in, because the “great frozen middle” of management is more reluctant to change.

What practices do you employ at Mass PRIM to ensure you have diversity and inclusion?

Our recruitment practices are improving, and we are targeting under-represented minorities and women.  Our candidate slates must include diverse candidates and we are always looking for how to expand our talent pipeline and recruitment sources with diverse groups and networks.  Our interview process also includes diverse interviewers.

We participate in summer internship programs for women aspiring to be enter the investment management industry.  We partner with Girls Who Invest, Women in Finance Fellowship (managed by Massachusetts Treasurer), and the CFA’s new Women in Investment Management internship program. (PRIM is one of four inaugural corporate partners to work with the CFA on this project with three local colleges.)  We hope these programs will help us to grow a pipeline for talent.

PRIM also is working with an outside diversity and inclusion specialist to identify areas of improvement.  The surprising part of this work is that most of the strategies are actually suggestions from current employees.  You just have to ask!

What does diversity look like at your organization?

PRIM values diversity of thought, so we need employees with diverse backgrounds and experiences.

What can the industry do as a collective to improve its score on this measure?

I believe it is critical to grow the pipeline of candidates and I am hopeful we can succeed.  But to attract the next generation, we need to better communicate the strengths and virtues of our industry, and we need to be more welcoming.  I also think that the scars from the GFC are still fresh and trust in our industry is still low and must be improved through ethical behavior by participants. By encouraging students of all ages to learn about the investment management industry, we hope that more students will see our industry as a competitive option for their skills and talent.

Do you think diversity drives better outcomes? Why/How?

PRIM’s diversity is a strength that has enabled us to develop innovative and productive investment strategies. We agree with the many studies that point to a link between better outcomes and diversity of thought.

 

Other stories on diversity published on International Women’s Day

Why diversity is important at CalSTRS

On International Women’s Day Top1000funds.com spoke to CalSTRS’ CIO, Chris Ailman about diversity and inclusion. CalSTRS, which has gender parity in its investment team has been a leader on diversity. He gives the industry some pointers on how to improve its score on diversity and inclusion.

 

CFA drives diversity agenda

The CFA Institute will work with 30 asset owners and managers as “experimental partners”, implementing diversity and inclusion action plans in their businesses. We spoke to CFA’s Rebecca Fender about the importance of diversity.

 

On International Women’s Day Top1000funds.com spoke to CalSTRS CIO, Chris Ailman about diversity and inclusion.

The $214 billion fund for California teachers has been a leader on D&I in the investment industry, demonstrated through gender parity in its investment team and the publishing of an annual report on diversity for the past 10 years.

Ailman, who was recently part of the steering committee for the CFA Institute’s diversity and inclusion project, believes diversity of thought leads to better risk adjusted outcomes and better investment decisions.

He gives the industry some pointers on how to improve its score on diversity and inclusion.

Why is diversity and inclusion important?

I believe human capital is the most important asset in the investment management industry.  Diversity of people brings diversity of thought and that leads to better risk adjusted outcomes and better investment decisions.   Therefore, diversity is critical to our industry and a key requirement to improving results.

Of the 20 action points in the CFA Institute report, Driving Change: Diversity and Inclusion in Investment Management, which do you think is the most important for asset owners and asset managers to embrace if they want to be more inclusive and diverse?

Without a doubt its number 1, especially in California. The meaning of diversity has changed and expanded over the years.  A definition is critical, because then you can measure it, and in our industry, what gets measured gets managed.

Click here to read Driving Change: Diversity and Inclusion in Investment Management

What motivated you to be part of the steering committee?

CalSTRS has been an industry leader in diversity and inclusion within the investment industry.  I am personally very motivated to try to change the face of Wall Street.  I think it will make our industry more respected and accepted.

What were you surprised about in the findings?

Yes and no. Sometimes you know things are bad, but you still shocked at the actual numbers.  I was pleasantly surprised by so many of the bright and clever ideas to bring about change. I also gained a much better understanding with regards to expanding the meaning of diversity with the inclusion.

What practices do you employ at CalSTRS to ensure you have diversity and inclusion?

Diversity is one of the core values of CalSTRS.  In the past year, every member of the staff participated in a Diversity & Inclusion training class, plus the leadership participated in an addition training class on employer diversity & inclusion.  We have embraced diversity within the Investment Branch since our origin in 1983. We were one of the first Fund to develop a long-term business plan to expand the Diversity of the Management of Investments.  In the 2000’s, we conducted surveys of our managers and developed emerging manager programs across the portfolio.  Since 2007 we have produced and annual report on our diversity efforts.

What does diversity look like at your organisation?

It depends on how you define diversity! Within the Investment Branch we have 50/50 gender diversity.  Within the top investment management ranks we are now exactly 50 / 500 gender diverse. We are roughly 40% minority and 60% Caucasian in ethnic diversity. But we do not yet other definitions of diversity.

What can the industry do as a collective to improve its score on diversity and inclusion?

Two M’s and three P’s.  First Measure and Manage diversity as a critical part of their human capital management efforts. Just as we would not hesitate to measure and manage the diversity of our portfolio risk, we need to do the same with our investment teams. Second, Pipeline, Parity, and Promotion.  We need to continue to build the pipeline of young talent across the globe, our industry has a terrible image from TV and Hollywood. Second, we need to be very, very conscious and intentional about Parity of the duties, opportunities and salary. Lastly promotion, we need to be intentional about diversity and promote it within our firms and across our industry.

Do you think diversity drives better outcomes? Why/How?

Yes. Group think within the markets and finance industry has led to some catastrophic failures and losses.  Group think of similar people with similar life experiences, educations, and location has failed to pick up exogenous risk time and again.  Diversity and inclusion will not stop all failures, but it will open the environment to ask more questions, consider risks differently and in the end lead to better decision making and better long-term outcomes.

 

Other stories on diversity published on International Women’s Day

CFA drives diversity agenda

The CFA Institute will work with 30 asset owners and managers as “experimental partners”, implementing diversity and inclusion action plans in their businesses. We spoke to CFA’s Rebecca Fender about the importance of diversity.

 

Industry inflection point on diversity

On International Women’s Day Top1000funds.com spoke to Mass PRIM CIO, Michael Trotsky about diversity and inclusion.

Trotsky, who was recently part of the steering committee for the CFA Institute’s diversity and inclusion project, which resulted in the report, Driving Change: Diversity and Inclusion in Investment Management. He believes the industry is at a perfect inflection point to make inroads into improving its score on diversity.

The CFA Institute will work with 30 asset owners and managers as “experimental partners”, implementing diversity and inclusion action plans in their businesses.

Over a two-year period, the partners will liaise with the CFA Institute in implementing diversity and inclusion action plans, with the aim of the process to be a guiding light for other investment firms to follow.

It marks the second phase of a project by the CFA Institute responding to demand for greater diversity and inclusion in the investment management industry.

In September last year the CFA released a guide, Driving Change: Diversity and Inclusion in Investment Management, which included 20 action plans for investors to use in a bid to increase diversity and inclusion.

The guide was developed following a series of workshops – with 344 participants from 99 companies representing $38 trillion in assets – where they discussed what they are currently doing when it comes to D&I, what has been effective and ideas for improvement.

Rebecca Fender, head of the Future of Finance initiative at the CFA Institute, said what the workshops revealed is that there is no best practice in the industry when it comes to diversity and inclusion.

“We were well positioned to use our convening powers to bring people together and uncover best practices. What we found is they don’t really exist yet,” she said.

“This is a generally competitive industry and this is a topic where people want to work together.”

Experimental partners, which include VFMC in Australia, will choose up to three of the 20 action points to implement over two years. There will be quarterly check-in calls with the CFA Institute to learn about what is working in their own firms, and also with the other partners.

“We don’t want this to be a compliance exercise but we want our partners to choose what works for them and figure out who’s responsible, what metrics they will look at, and what their action will be.”

A steering committee for the CFA’s diversity and inclusion workshops included Chris Ailman, CIO of the $214 billion CalSTRS, which has been a leader in diversity and inclusion in the investment industry.

In the past year every CalSTRS staff member has participated in a diversity and inclusion training class, and it was one of the first funds to develop a long-term business plan to expand the diversity of the management of investments. Since 2007 it has produced an annual report of its diversity efforts.

“I believe human capital is the most important asset in the investment management industry.  Diversity of people brings diversity of thought and that leads to better risk adjusted outcomes and better investment decisions. Therefore, diversity is critical to our industry and a key requirement to improving results,” Ailman said.

“Group think within the markets and finance industry has led to some catastrophic failures and losses. Group think of similar people with similar life experiences, educations, and location has failed to pick up exogenous risk time and again. Diversity and inclusion will not stop all failures, but it will open the environment to ask more questions, consider risks differently and in the end lead to better decision making and better long-term outcomes.”

Within the investment team at CalSTRS there is 50/50 gender diversity. Within the top investment management ranks it is now exactly 50/500 gender diverse, with roughly 40 per cent minority and 60 per cent Caucasian in ethnic diversity.

 

Industry action

Fender said a number of forces in the industry were driving the demand for more diversity. These include the move away from the star portfolio manager to team-based decisions, and the acknowledgement and willingness to change inherent biases.

“It has been a topic of interest for many asset managers coming to the CFA Institute to ask how to get more diversity. They want to hire the best and brightest without constraint,” she said. “It is also driven by asset owners which have diversity and inclusion as a priority and see it as a way to bring values to investing.”

Of the current CFA charterholders only 19 per cent were women. However, Fender, who is a CFA, said about 40 per cent of the candidates currently sitting the CFA are women. In China that figure is closer to 50 per cent.

“This is a view into the trend and the supply side of labour in the industry,” she said.

As a collective, CalsTRS’ Ailman says there is plenty the industry can to do improve its score on diversity and inclusion, which he describes as two Ms and three Ps.

“First Measure and Manage diversity as a critical part of human capital management efforts. Just as we would not hesitate to measure and manage the diversity of our portfolio risk, we need to do the same with our investment teams,” Ailman said. “Second; Pipeline, Parity, and Promotion.  We need to continue to build the pipeline of young talent across the globe, our industry has a terrible image from TV and Hollywood. Second, we need to be very, very conscious and intentional about Parity of the duties, opportunities and salary. Lastly, promotion – we need to be intentional about diversity and promote it within our firms and across our industry.”

Some of the action points in the CFA’s paper include mentorship; tying leadership level compensation to culture and diversity metrics; practicing business diversity for example when selecting managers ask consultants to propose a diverse slate of firms; and using creative training techniques to uncover biases.

Fender said the most basic, but foundational, of all the action points was defining what diversity means for the organisation, and why it matters. For most of the workshop respondents diversity matters because it can improve business outcomes.

The CFA Institute, which itself is an experimental partner, uses the definition of the centre for global inclusion.

“I sit on our internal D&I council as well and we have thought carefully about this. We used a definition that is very broad, and want to create an inclusive environment where everyone can do their best,” she said.

Storytelling is also an important tool, and one of the least traditional on the action point list, Fender noted.

“Storytelling can be powerful in bringing the quality aspect to culture. It is hard for culture to be just about quantitative aspects. The industry needs to showcase more of its good practices,” she said.

 

Other stories on diversity published on International Women’s Day

Why diversity is important at CalSTRS

On International Women’s Day conexust1f.flywheelstaging.comspoke to CalSTRS’ CIO, Chris Ailman about diversity and inclusion. CalSTRS, which has gender parity in its investment team has been a leader on diversity. He gives the industry some pointers on how to improve its score on diversity and inclusion.

 

Industry inflection point on diversity

On International Women’s Day conexust1f.flywheelstaging.comspoke to Mass PRIM CIO, Michael Trotsky about diversity and inclusion.

Trotsky, who was recently part of the steering committee for the CFA Institute’s diversity and inclusion project, which resulted in the report, Driving Change: Diversity and Inclusion in Investment Management. He believes the industry is at a perfect inflection point to make inroads into improving its score on diversity.

 

 

The European Parliament and EU member states worked through the night on Wednesday to reach an agreement on disclosure requirements related to sustainable investments and sustainability risks.

The agreement means that for the first time it is now clear in regulation that ESG is part of investment decision making.

The agreement is being lauded as a significant move towards accountability of investment decisions on the real economy.

In a statement the European Commission said that the new regulation sets out how financial market participants and financial advisors must integrate environmental, social or governance (ESG) risks and opportunities in their processes, as part of their duty to act in the best interest of clients.

It also sets uniform rules on how those financial market participants should inform investors about their compliance with the integration of ESG risks and opportunities.

It argues that this will address information asymmetries on sustainability issues between end investors and financial market participants.

The new regulation is built around three main pillars: elimination of greenwashing; regulatory neutrality via a disclosure toolbox to be applied by all financial market operators; and a level playing field.

The EU said that the agreed rules will strengthen and improve the disclosure of information by manufacturers of financial products and financial advisors towards end-investors.This was first proposed by the Commission as part of the Sustainable Finance Action Plan in May 2018 and are part of the EU’s efforts under its sustainable development agenda.

The EU is supporting the transition to a low carbon economy and has been at the forefront of efforts to build a financial system that supports sustainable growth.

The European Commission established a High Level Expert Group on Sustainable Finance to make recommendations. This group included Claudia Kruse, managing director of global responsible investment and governance at APG, and Nathan Fabian, director of the PRI.

Kruse has been active in collaborating with policymakers on sustainability issues, and advocates for the importance of pension fund views being heard in policy development.

In the Netherlands, APG is also chairing a roundtable to see how the finance sector can help reach the country’s carbon transition target.

 

Claudia Kruse will join Sven Gentner, head of the unit for asset management at the European Commission, and Will Martindale, director of policy and research at the PRI, to discuss sustainable finance policy and the role of pension funds at the Fiduciary Investors Symposium at Cambridge University.

 

For more information click here

 

Orthodox economic thinking encourages investors to welcome any new asset management product as a positive contribution to a competitive marketplace.

This attitude has resulted in a proliferation of asset management strategies in recent decades. At the same time, it is commonly assumed that the only relevant measure of a strategy’s success is whether it “adds value”, typically assessed by comparing recent performance against a benchmark index.

As a consequence, the social utility of an ever-expanding asset management industry, and the social costs imposed by certain types of strategy, are largely ignored.

As the asset management industry has grown in size and complexity, attempts to classify investment products have had to evolve.

Taking equities as an example, the value / growth categorisation that was popular in the 1990s and early 2000s has been augmented to include styles (or factors) such as momentum, quality and low volatility. Investors have also separated equity strategies based on their geographic focus, their expected deviation from a benchmark index (tracking error), and more recently on the extent to which they incorporate sustainability considerations.

While these different approaches to categorising asset management products are undoubtedly helpful, they ignore an important but rarely considered characteristic of investment strategies: their potential to create stabilising or destabilising market dynamics.

In the language of systems theory, a strategy is considered to be stabilising if it introduces a negative feedback effect that reduces or counteracts the impact of other influences on a system, thereby moving the system towards an equilibrium.

By contrast, a strategy is viewed as destabilising if it introduces a positive feedback effect that amplifies the impact of other influences on a system, thereby contributing to larger fluctuations and movements away from equilibrium.

In the context of financial markets, we describe stabilising strategies as those which tend to move asset prices towards fair value, and destabilising strategies as those which move asset prices away from fair value.

While we accept that this description – resting on an unobservable fair value – poses some challenges for classifying investment strategies as stabilising or destabilising, we believe it is nevertheless possible to make some broad generalisations.

In particular, we argue that long-term investors making a carefully thought-through assessment of the future cashflows arising from an asset, what we call “cashflow investors”, will typically exert a stabilising influence on markets. This is because they will tend to act in a counter-cyclical fashion – they buy when market prices are below their estimate of fair value, and sell when they are above – creating a negative feedback effect that helps to move the market towards an approximation of fair value.

Conversely, investors who are focused solely on past price movements, which make no attempt at an assessment of fair value, what we call “price-only investors”, will typically exert a destabilising influence on markets.

This is because they tend to act in a pro-cyclical fashion – they buy assets after their price has risen and sell after their price has fallen – creating a self-reinforcing positive feedback effect that moves the market away from fair value.

The destabilising nature of price-only strategies is most obvious in rising markets when they buy the strongest and shun the weakest performers, contributing to overvaluations and ultimately inflating asset price bubbles.

Destabilising market dynamics in action

In practice many strategies incorporate both stabilising and destabilising elements: quant, smart beta and alternative risk premia strategies, for example, often explicitly include both value and momentum signals (among others) in an attempt to improve risk-adjusted returns.

Investors therefore need to look under the bonnet of their portfolios in order to assess the extent to which their managers may be contributing to destabilising market dynamics.

However, strategies that are explicitly designed to respond to past price movements are not the only drivers of destabilising market dynamics. An equally important form of price-only investing comes from the performance-chasing behaviour of both asset managers and asset owners.

For asset managers this can arise from two sources. First, tracking error constraints force managers to control the extent to which their portfolio deviates from a benchmark index, resulting in the need to buy stocks that experience large price rises. Second, and perhaps more insidiously, portfolio managers know all too well that a sustained period of underperformance will lead to outflows from their strategy, impacting the profitability of the wider firm. Career risk therefore acts like an unwanted invisible hand, encouraging managers to buy fashionable stocks that they may not like, in order to reduce the risk that continued underperformance leads to investor outflows.

At the asset owner level, the response to emerging performance data also displays a performance-chasing bias. Retail investors are well-known for their pro-cyclical behaviour, but this is also true of institutional investors who closely monitor their managers’ performance versus a benchmark index and feel obliged to respond to a run of poor performance. The effect of such monitoring approaches is that investors fire managers who have experienced a sustained period of underperformance and hire managers who have recently experienced a period of outperformance. The mechanics by which these fund flows can contribute to momentum in markets have been described in detail in Vayanos and Woolley (2013) An Institutional Theory of Momentum and Reversal.

Towards less dysfunctional markets

Some will argue that price trends are a natural, even essential, trait of financial markets. And to the extent that trends are, at least in part, a behavioural phenomenon hard-wired into human thought processes, this may be true. However, when markets become heavily influenced by price-only investors, asset prices can become wholly detached from any reasonable assessment of fair value, ultimately contributing to misallocations of capital, rent extraction and asset price bubbles. It follows that markets in which prices are largely determined by stabilising cashflow investors will be less socially damaging than markets in which destabilising price-only investors predominate.

The implications for investors will depend on their time horizon and the extent to which private and social factors drive their decision-making. Building on the argument outlined above, we draw out three broad conclusions:

  1. Performance-chasing behaviour, whether driven by tracking error constraints or career risk concerns, is both privately and socially damaging in the long run. The private cost is illustrated by the substantial gap between the average fund manager’s reported returns (the time-weighted return) and what the average investor achieves over time (the money-weighted return) – the gap being driven largely by performance-chasing hire and fire decisions. We recommend that investors avoid strategies constrained by a tracking error target; identify and avoid managers that are prone to career risk and performance-chasing behaviour; and enhance their decision-making processes to avoid performance-chasing manager selection decisions.

 

  1. Price-only strategies can be privately profitable, but are socially damaging, particularly when pursued by a large weight of assets. The empirical evidence in support of momentum is unequivocal: momentum appears in US equity data going back over 200 years and has over 20 years of out-of-sample evidence across many different markets and regions since its initial discovery in the early 1990s. However, momentum and trend-following strategies act as a destabilising force in markets, helping inflate asset price bubbles and ensuring that prices remain detached from fair value for sustained periods of time. The social costs arise in the aftermath of asset price bubbles (often wreaking destruction on the real economy) and via the negative effects of asset mispricing (such as capital misallocation and rent extraction). We believe that long-term investors – especially those with a focus on sustainability and social responsibility – should consider reducing their exposure to momentum and trend-following in all its forms.

 

  1. Cashflow investors – which includes value, growth and quality strategies that are completely benchmark unaware – can be both privately profitable and socially beneficial in the long run. As with any active approach, the private benefit to cashflow investors will be contingent on effective manager selection and a patient mindset. The social benefits derive from the helpful side-effects of more stable and efficient markets.

 

We believe that an assessment of the social costs associated with different approaches to asset management is long overdue and we hope that the distinction between stabilising and destabilising strategies will help bring this issue into focus. We encourage asset owners to consider the extent to which their existing portfolios may be exposed to different forms of price-only investing. A meaningful shift in the approach adopted by large pools of capital could reap substantial private and social benefits.

 

Philip Edwards is co-founder and chief executive of Ricardo Research.