{"id":143,"date":"2021-07-17T13:48:39","date_gmt":"2021-07-17T17:48:39","guid":{"rendered":"https:\/\/investorleadershipnetwork.org\/?page_id=143"},"modified":"2026-02-24T17:29:13","modified_gmt":"2026-02-24T22:29:13","slug":"talentculture","status":"publish","type":"page","link":"https:\/\/investorleadershipnetwork.org\/en\/talentculture\/","title":{"rendered":"Talent & Culture For The Future"},"content":{"rendered":"

[et_pb_section fb_built=”1″ _builder_version=”4.9.10″ _module_preset=”default” background_image=”https:\/\/investorleadershipnetwork.org\/wp-content\/uploads\/front-view-diverse-business-people-listening-scaled.jpg” height=”30vh” global_colors_info=”{}”][et_pb_row _builder_version=”4.9.9″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.9.9″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.9.9″ _module_preset=”default” custom_padding=”||0px|||” global_colors_info=”{}”][et_pb_row _builder_version=”4.9.9″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.9.9″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.12.0″ _module_preset=”default” header_font=”|300|||||||” custom_margin=”||1rem||false|false” header_font_size_tablet=”” header_font_size_phone=”26px” header_font_size_last_edited=”on|phone” global_colors_info=”{}”]<\/p>\n

TALENT AND CULTURE FOR THE FUTURE<\/strong>
Strengthening leadership pipelines, organizational resilience, and workforce readiness in a changing investment landscape.<\/h1>\n

[\/et_pb_text][et_pb_divider _builder_version=”4.9.9″ _module_preset=”default” module_alignment=”left” custom_margin=”||1rem||false|false” global_colors_info=”{}”][\/et_pb_divider][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.9.9″ _module_preset=”default” custom_padding=”0px||0px|||” global_colors_info=”{}”][et_pb_row column_structure=”3_5,2_5″ _builder_version=”4.9.10″ _module_preset=”default” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_column type=”3_5″ _builder_version=”4.9.9″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.12.0″ _module_preset=”default” link_font=”||||||||” global_colors_info=”{}”]<\/p>\n

ILN\u2019s Talent & Culture work focuses on how institutional investors develop, retain, and lead talent in environments shaped by long-term capital stewardship, technological change, and evolving expectations of leadership.<\/p>\n

Grounded in the belief that strong investment performance is linked to the quality of leadership and decision-making, the Committee provides a forum for senior investors to examine the structural factors shaping talent outcomes, including progression pathways, retention challenges, and the conditions required for inclusive, high-performing cultures.<\/p>\n

A cornerstone of this work is the Women in Investment Forum, a standing convening that brings senior leaders together for candid, peer-driven discussion on leadership pathways and the structural factors shaping careers across the investment lifecycle.<\/p>\n

More recently, the Committee has expanded its focus to the implications of artificial intelligence for talent and culture. As AI tools move from experimentation to implementation, members are exploring how technology is reshaping roles, skill requirements, leadership expectations, and organizational design within investment institutions. Through closed-door discussions and expert engagement, the Committee supports members in navigating workforce transformation in a way that is responsible, practical, and aligned with fiduciary duty.<\/p>\n

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Committee Leads<\/strong><\/h4>\n

Catherine Ross, Head of Private Credit, M&G<\/h4>\n

Amanda Homes<\/a>, Ontario Teachers\u2019 Pension Plan<\/h4>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.9.10″ _module_preset=”default” global_colors_info=”{}”][et_pb_row _builder_version=”4.9.10″ _module_preset=”default” custom_padding=”||0px|||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.9.10″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.9.10″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n

The initiative focuses its efforts on the four following pillars:<\/strong><\/h3>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”1_2,1_2″ _builder_version=”4.9.10″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.9.10″ _module_preset=”default” global_colors_info=”{}”][et_pb_blurb title=”Attracting and Retaining Talents” use_icon=”on” font_icon=”%%259%%” icon_color=”#26819E” module_class=”icon-accent” _builder_version=”4.9.10″ _module_preset=”default” header_font=”|600|||||||” text_orientation=”center” global_colors_info=”{}”]<\/p>\n

Evolve perceptions by demonstrating that women and other people belonging to underrepresented identities can be successful in the investment management industry.<\/p>\n

[\/et_pb_blurb][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.9.10″ _module_preset=”default” global_colors_info=”{}”][et_pb_blurb title=”Influencing Decision Makers” use_icon=”on” font_icon=”%%283%%” icon_color=”#26819E” module_class=”icon-accent” _builder_version=”4.9.10″ _module_preset=”default” header_font=”|600|||||||” text_orientation=”center” global_colors_info=”{}”]<\/p>\n

Engage ILN leaders on the importance of a diverse talent pool and factor diversity throughout investment processes, both internally and with our partners.<\/p>\n

[\/et_pb_blurb][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”1_2,1_2″ _builder_version=”4.9.10″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.9.10″ _module_preset=”default” global_colors_info=”{}”][et_pb_blurb title=”Rethinking the Workplace” use_icon=”on” font_icon=”%%270%%” icon_color=”#26819E” module_class=”icon-accent” _builder_version=”4.9.10″ _module_preset=”default” header_font=”|600|||||||” text_orientation=”center” global_colors_info=”{}”]<\/p>\n

Ensure that organizations are gender neutral and more inclusive in order to drive top talents\u2019 fulfillment as well as innovation and business performance.<\/p>\n

[\/et_pb_blurb][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.9.10″ _module_preset=”default” global_colors_info=”{}”][et_pb_blurb title=”Building Accountability” use_icon=”on” font_icon=”%%289%%” icon_color=”#26819E” module_class=”icon-accent” _builder_version=”4.9.10″ _module_preset=”default” header_font=”|600|||||||” text_orientation=”center” global_colors_info=”{}”]<\/p>\n

Report metrics to increase transparency on diversity, equity and inclusion, and effect change through measurable and observable commitments.<\/p>\n

[\/et_pb_blurb][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.9.9″ _module_preset=”default” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_row _builder_version=”4.9.9″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.9.9″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.9.10″ _module_preset=”default” link_font=”||||||||” global_colors_info=”{}”]<\/p>\n

Advancing the \u2018S\u2019 in \u2018ESG\u2019 Through an Inclusive Finance Initiative<\/b><\/h2>\n

The ILN knows that if investors fail to elevate social metrics to the maturity of environmental metrics, investment firms and our portfolio companies will be left vulnerable to important risks.\u00a0<\/span><\/p>\n

Through its <\/span>Inclusive Finance Initiative<\/b>, the ILN develops resources to help member firms and the wider investment industry factor inclusion across all identities into their operations, both as employers and investors.\u00a0<\/span><\/p>\n

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This initiative began with the publication of a “<\/span>state of the industry” report that assesses ILN members\u2019 strategic approaches to inclusion to identify best practices, challenges, and areas of opportunity for investors to double down on the \u2018S\u2019 in \u2018ESG.\u2019<\/span><\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.9.9″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.9.9″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.12.0″ _module_preset=”default” link_font=”||||||||” global_colors_info=”{}”]<\/p>\n

A principle finding in this report was that <\/span>when paired with diversity, <\/span>inclusion<\/span><\/i> was becoming a better indicator of team performance and company returns than diversity alone. Further, by measuring inclusion, investors found that they could drive better outcomes in areas where they otherwise had limited access to diversity data.<\/span><\/p>\n

ILN investors identified an <\/span>opportunity to help investors improve their measurement of and engagement around inclusion by solidifying the business case for inclusion, introducing a reliable set of inclusion metrics, and demonstrating their best practices in implementing the metrics.\u00a0<\/span><\/p>\n

This opportunity informed the creation of ILN’s Inclusive Finance Playbook<\/a>.<\/strong><\/span><\/p>\n

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The Inclusive Finance Playbook provides investors with:<\/span><\/p>\n