2016-06-12-奥纬咨询-Women_in_portfolio_management_6页_160kb

报告摘要

Women in Portfolio Management

This analysis examines the underrepresentation of women in portfolio management within the asset management industry, exploring reasons and proposing solutions.

Key Findings

Female representation in portfolio management is low globally (15%) [November 2015 data], lagging behind asset management leadership (ExCo: 18%).
Asia shows the highest regional representation (32%), potentially linked to higher enrollment of women in quantitative subjects and cultural factors.
Female underrepresentation is consistent across asset classes but varies, with fewer women in alternatives and real estate.
Widely perceived cultural factors—such as aggressive workplace norms, negative industry image, and a lack of appealing recruitment targeting female graduates—contribute to the gap.
Flexible working barriers, including misconceptions about portfolio management roles and technological lack of adaptation, further hinder female participation.

Obstacles

Culture and Image: Investment management is seen as a "boys-clubby" environment with subtle sexism, impacting women's attraction and retention.
Graduate Recruitment: Few graduates understand the asset management industry relative to other sectors (e.g., investment banking). Entry roles typically require math, finance, or quantitative skills, often male-dominated fields.
Flexible Working: Concerns exist around part-time work capabilities and exceptions like parental leave, with potential gaps in career progression perceived as detrimental.

Impetus for Change

Encouraging women in portfolio management could drive gender diversity in corporate governance and performance, acting as a "diversity multiplier."
Asset managers are urged to improve recruitment for female talent, promote the profession effectively, and adopt inclusive policies.

Recommendations

Implement proactive flexible working policies and enforce a zero-tolerance policy for non-inclusive behavior.
Senior management should lead by example, share stories of successful women in the field, and link bonuses to diversity support.
Enhance public relations and on-campus initiatives to ramp up the appeal of portfolio management for women.

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