“According to this year’s EY Alternatives Survey, 50% of hedge fund managers plan to prioritise gender diversity. This should be seen in the context of a broader drive for diversity of people and thinking, which includes skillsets such as data science, AI and others relating to technology. There is a business need for more diversity in terms of how problems and markets are tackled,” says Natalie Deak Jaros, Partner, Americas Assurance Wealth and Asset Management Leader, and co-head of EY’s Global Hedge Fund Practice.
EY looks at diversity from many angles: “they include, but aren’t limited to background, education, gender, ethnicity, nationality, age, working and thinking styles, religious background, sexual orientation, ability and technical skills,” according to its 2018 annual report.
Some firms, including EY, do have targets for diversity milestones including gender parity. Some 48% of EY’s people are women, and while the proportion is lower at more senior levels (20% of existing member firm partners are women), EY is continually working toward an environment, backed by accountability, that supports inclusive leadership. In 2018, EY continued to reaffirm its commitment to the advancement of women, with female partner promotions representing 29% (208), including women across all geographies and service lines. This year, indicators point to the Americas firm exceeding that milestone with a projected promotion class of partners, principals, managing directors and directors above the 30% mark.
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