The evaluation of investment skills measure included a diverse set of “hard” and “soft” skills, which is believed to indicate whether a team knows how to make sound investment decisions and thrive in the industry. To motivate asset allocators to take the exercise seriously and to reduce potential suspicion about the role of managing partner race in the study, we developed a non-race-related rationale for the experiment. We invited asset allocators to participate in a research study on artificial intelligence in investment decision making, in which we were testing the accuracy of a new artificially intelligent system and algorithm that could choose fund managers. The asset allocators were asked to review one pagers that had been sourced from real-world fund managers, and their task was to predict how well the fund manager would perform. Their predictions would be compared against the AI algorithm’s predictions, so asset allocators had an incentive to prove they could outperform the computer. In both the preliminary study and the main study, we sourced participants from a network of asset allocators and asked these actual investment professionals to evaluate the one pagers.
In particular, managers of color may be excluded for a deficit in social and cultural capital; they often do not have the right connections or possess the cultural know-how to sign which they belong in the particular space. Indeed, some account owners of color state they have resorted in order to cold-calling asset allocators with regard to support because they are usually not plugged into the particular right networks. This can be precisely what is happening internationally, where fewer than one. 3% of assets throughout 4 is managed simply by women and people associated with color. Considering the crucial role of asset allocators in setting priorities about how capital is distributed, the particular implications of these bare racial and gender disparities are concerning. When all of us were young we utilized to buy groceries with regard to 8 days every 7 days to ensure that every 8th 7 days we’re able to pay our grocery store discount our mortgage. Indication up below and we’re going deliver new articles straight to your inbox.
We created 4 versions of each one pager such that the 12 headshot photos were rotated across all 4 one pagers. This resulted in 2 versions of each one pager with a Black-male managing partner, and 2 versions with a White-male managing partner. SI Appendix contains more details about the one-pager generation and piloting process. As such, only well-resourced and well-connected managers have a realistic shot at entering this space. Fund managers from underrepresented racial backgrounds might simply lack access to the institutions and networks that pave the pathway to success.
Next to each team member’s abbreviated biography was a space for a headshot. In a preliminary study, we used faceless avatars in this space.
In the main study, we displayed photos of the fictitious team members. We retrieved these photos from the Chicago Face Database and ultimately selected 12 photos to represent the 12 team members across the 4 one pagers. Because we were exploring the role of race in this study, we kept gender constant and presented all of the team members as male. Because there are so few Black men in this space and generating all Black-male teams might have triggered suspicion among participants, we kept the race of the 2 people at the associate level constant and depicted these team members as White. What varied across the one pagers was the race of the managing partner.
Track record and domain expertise are indicators of a fund’s past performance, and asset allocators use these indicators to anchor judgments about a fund’s ability to execute on strategy in the future. Taken together, these measures reflect the potential for a fund to succeed.