Letter to Hugh

The Inclusion Initiative & a better world

Darling Hugh,

You saved me from isolation and irrelevance when we met at The Hotchkiss School in 1981. A bit of eurotrash from Madrid, raised in Dictator Franco’s traditional Spain, I was lost amid all the preppies in that Connecticut boarding school. You offered me your beautiful (like all of you) hand in friendship and I survived my oddity, with the help of our escape once a term for wild nights at Studio 54 in New York.

What I never realised till recently is how deeply you affected my life, all the way up to the present day. I thought the personal motivation for being a Diversity & Inclusion campaigner came from being a woman and an immigrant in the City. You, in fact were the springboard. Although I had guessed, it took a year for you to tell me you were gay, out of fear that I would turn away in disgust as others had. Your East Coast establishment upbringing did not help.

Only now am I aware that the horror of realising how cruelly you had been hurt and excluded has led me through the years to this week in 2020, with the launch of The Inclusion Initiative (TII) at the London School of Economics. The research centre, which I co-founded, will bring behavioural science and data together to create more inclusive cultures in the City for sustainable profits.

We are already working on a four-year project with Women in Banking and Finance, The Wisdom Council, and a number of firms ranging from BlackRock to Barclays, to evaluate the causes of gender difference in progression and then trial and evaluate solutions. And we are in talks with a number of financial and professional services companies on partnering in projects from making venture-funding more open to BAME entrepreneurs, to disrupting how new work projects are assigned and how employees are rewarded, to better measuring the link between culture and risk.

Words or acronyms like ‘data’ and ‘LGBT+’ seem so cold, and if I wrote about another project to use ‘AI’ to promote inclusion in the workplace, these terms would be meaningless to you. ‘Profitability’, however, would be a familiar word. The aim of The Inclusion Initiative is, ultimately, to create more inclusive workplaces in order to boost the bottom line, a point amply demonstrated in studies from McKinsey and others.

In a business sector dependent on innovation and collaboration, diverse voices need to be heard. The mark of a good meeting is not necessarily one filled with bonhomie and agreement, while the mark of a good Chair is to create the psychological safety to allow all present to speak up. Behavioural science teaches us that discomfort is often the prelude to learning. Discomfort was the least of my feelings as I sashayed into the school cafeteria in a pretty dress on the first Sunday in the school year, to find America’s young elite dressed for brunch in the oldest sweatshirts and jeans they could muster. Sunday best had a rather different definition in Connecticut than in the Madrid of that era.

There is a world of difference in LGBT+ rights in the developed world and in business compared to the early 1980s. The City now has its own Pride in the City organisation to promote Diversity & Inclusion. Yet only last year an openly gay candidate to be Lord Mayor of the City of London was asked in his interview process how he would prevent the role being “hijacked” by the gay community, while the US Labor Department proposed a rule cancelling an executive order banning anti-LGBT+ discrimination among federal contractors.

I last saw you, Hugh, in New York in 1988. You told me you were HIV positive and I asked what that was; its ravaging effects in the gay community had yet to be felt and chronicled in Europe, and you were ablaze with apparent health and on your way to being a successful painter. Over the next years you chronicled the AIDS era in figurative, bleak works which you described as having that ‘soft glow of brutality’ characteristic of American painters like Edward Hopper.

I called in 1995 to say I was coming over to New York again. But you had died at 32 years old of AIDS-related complications. I wish you could have lived on to find a partner, and to walk down the street hand in hand, to entertain at home and to call him your husband. The jargon of inclusion should not hide the fact that we are creating a better world.

Karina Robinson is Co-Director of The Inclusion Initiative at the LSE along with Associate Professor Grace Lordan. Hugh Auchincloss Steer’s work hangs in the Whitney Collection of American Art.

Power to the People

The merging of business and politics

GLOBAL TRENDS AND WHAT THEY MEAN FOR BOARDS OF DIRECTORS

This column was first delivered as a webinar to Z/Yen Group and the Financial Services club, which you can listen to here

Firstly, many thanks to my dear friend, Alderman, Professor and Sheriff Michael Mainelli for asking me to share some thoughts with you.

INTRODUCTION

Covid-19 and its economic effects are not going away anytime soon. We will be seeing a reconfiguration of our systems, ranging from geopolitical relations to the power of national governments, from company accounts to working patterns.

Some say the new paradigm is but an acceleration of existing trends. I wouldn’t disagree, but there is a point at which acceleration leads us into a new world, one where we must change our outlook. One where the responsibilities of Boards of Directors broaden out into the wider world. THAT is what I will focus on today.

For simplicity’s sake, I have divided this speech into three.

• THE RISK COMMITTEE

• THE NOMINATION AND REMUNERATION COMMITTEES

• THE AUDIT COMMITTEE 

What I am saying for each one equally applies to executives and entrepreneurs and, naturally, to the main Boards. 

RISK COMMITTEE

Black Swan Events

That famous phrase used by author Nassim Nicholas Taleb. Arguably a pandemic is not a Black Swan event when Bill Gates publicly – publicly! – talked about how unprepared governments were in a video a few years ago. But let us not quibble about definitions.

What matters is that Risk Committees need to expand the subjects on their agenda.

There will be other pandemics. There will be unseasonal flooding and bush fires like those in Australia. Climate change is a given and its effects on natural resources and economies are key. Take a recent catastrophe in Russia where the thawing permafrost lead to 20,000 tons of diesel spilling into the Norilsk River.

Geopolitically we are in a world of increasing nationalism and maverick leaders where the web of US-led, post-war institutions no longer function. Where does the dialogue and the negotiating happen now?

I will just mention three key countries.

RUSSIA. President Putin’s poll numbers are plummeting; Covid-19 deaths are more than the government’s corrupt statistics office will reveal; the oil-dependent Russian economy has been battered by record-low oil prices. Putin will need to engineer a distraction, this year or in 2021 – another invasion, perhaps Belarus? Or cutting off electricity supplies in some small corner of the West? Or a cyberattack in a port area…they (or perhaps another country like North Korea or Iran) have done it before in Rotterdam. 

CHINA – it is too large a subject to deal with in this webinar! Let me just say that China was never the West’s best friend, an assumption held by the government of David Cameron, but neither is China our worst enemy, President Trump’s current assumption. Bringing those supply chains back from China, the new ‘localism’, ain’t that easy!

THE US – Trump is embattled. There are major doubts that he can win the November election. Creating more division inside the US – the enemy within - isn’t enough. I would expect some new narrative and action around “the enemy without” – new tariffs, new trade wars, take your pick.

Rising Inequality

Pope Francis in his Urbis & Orbis Easter homily spoke about a “dignified life”. We are going to have millions…and millions… and millions… of unemployed. Whether the US unemployment rate is 13% or higher – you are all aware of the recent controversy about the numbers - it is bound to head up vertically. As will our numbers.

And the so-called full employment we had in much of the West was a lie, with zero-hour contracts, no ability to save, no margin for error. We left too many people behind on the back of globalisation and automation. Re-incorporating them (plus all those who falling headlong into unemployment now) into working society and a dignified life is an enormous challenge. If the corporate sector is not part of the solution, it will be perceived as part of the problem.

The divide on economic policy between left and right is fast disappearing. The evidence? President Macron of France spoke about the need to transform our capitalist societies due to their environmental and social inequality failures. A discussion about the Universal Basic Income is now mainstream. British trade union Unison saw a net increase of 16,000 in their members, which is 18% higher than in the same period last year.

I urge you to read a dystopian 1952 novel by Kurt Vonnegut, Piano Player.

Government

After the financial crisis, the pendulum of power for financial services and banks swung back towards government and the regulators. Even more so now. Big government is back.

To keep businesses like airlines going they will be forced to turn loans into equity stakes. After all loans, even at low rates, don’t do the trick when the revenues aren’t there.

Circumstances, not ideology, have put government in the ascendant at the expense of the private sector. With the best will in the world, they won’t be able to sell those shareholdings anytime soon, and so they will influence how companies are run, how they interact with their suppliers, how they deal with their financials.

Of course, the biggest risk and opportunity is Quantum Computing. I am no expert, but as a shareholder in a quantum computing company, I have been exposed to some of the mind-blowing possibilities and would urge any board to be constantly updated on advances.

THE NOMINATION AND REMUNERATION COMMITTEES

People

This section is really about people. How do you attract the most talented people? Speaking mainly to a City audience, let me point out we have a problem – and this is relevant for financial and professional services in other OECD countries.

The City was where the best and the brightest in my generation headed. Now, they more generally head to Google or start-ups, they join NGOs or set up their own.  Former City Minister Mark Hoban chaired a Financial Services Skills Taskforce which found a skills and talent crisis in the sector, issues with purpose and culture and not enough continuous education.

Attracting the best and the brightest is one problem. But the unemployed are also your problem. The deprived are your problem. Racism is your problem. There is no longer a separation between politics and business.

In the words of Martin Luther King: “In the end we will remember not the words of our enemies but the silence of our friends.”

From Larry Fink of BlackRock to UK CEOs, companies have spoken out on the back of the Black Lives Matter movement. Some have announced special schemes or are looking anew at their recruitment. Those that haven’t are probably making a mistake. Because if you consider the demonstrators, and those who have spoken up on social media – all races, including a lot of whites.

A larger proportion of companies’ workforces are made up of millennials and Generation Z, and they CARE. They look for work/life alignment, where they can be the same person at work and at home, and they want to be proud of the company they work for.

Diversity & Inclusion

Look at it like ESG (Environmental Social Governance). That ‘E’ no longer sits in some far-off office and is trotted out once a year. Mark Carney, the former Governor of the Bank of England first highlighted the financial risk from stranded assets and, in parallel, the opportunities. The Norwegian Sovereign Wealth Fund recently sold its Glencore shareholding for breaching it guidance on coal use.

Similarly, the ‘S’ in ESG, or Diversity & Inclusion, is now central. It is about risk and it is about innovation. To mitigate risk and think laterally we need diverse opinions which are encouraged and listened to.

That is why I am the Co-founder of the newest institute at the London School of Economics, The Inclusion Initiative, which uses behavioural science and data to improve innovation and the bottom line. My Co-Founder Professor Grace Lordan and I are in conversation with financial and professional firms about their becoming partners in this endeavour.

Do please get in touch if you think it might be of interest to you.

A few last words on people. Communication and collaboration are key skill sets. Empathetic leadership and the ability to understand what drives your many different stakeholders is something that no leader can do without. Chose them wisely.

“Build back better” is a phrase you may have heard. Understand what the impulse behind it is, for it will affect the future of companies.  

THE AUDIT COMMITTEE

Resilience

In the financial crisis, the banks were bailed out by the government. The regulators then forced them to increase their capital and work on changing their culture. That is why we are not facing a financial sector crisis, at least at the moment.

The corporate sector is different. Companies are being run in an “efficient” way. Cut costs to a minimum, carry as little capital as possible, get that ROE up.

That’s finished.

For two reasons. One, the realisation that the Black Swan world we live in demands higher capital sums and more focus on cash, or cash equivalents. The amplitude of the events we are facing is such that this is necessary.

Two. Treating employees as contractors, or outsourcing to India, and then focusing excessively on shareholders, is a discredited model. It now turns out to be a very risky one. One bank CEO said to me she thinks differently about employees in India whose circumstances mean lockdown and isolation aren’t possible.

And, as mentioned earlier, government and regulators will be much more powerful and involved in the private sector than before. They also don’t like that model. The new Stewardship Code, for instance, calls for more high-quality integrated reporting.

Costs still need to be cut, but automation, robotics and AI are now the focus, plus having 30% or more of your workforce on agile working, depending on your business, which will also save on real estate fixed costs – with  huge implications for commercial real estate.

Fraud

I have only one word. It’s going to be HUGE. I presume accountants are more than aware of this. Anecdotally I already know about one private equity-held company that took government furlough money in a month when it had no right to. When you have convulsions in funding, opportunities for misbehaviour increase.

Taxes

Look out for windfall taxes on some of the corporate sector. Governments are desperate for funds. They will hit individuals – a wealth tax perhaps, getting rid of the vestiges of the Non-Dom regime, a rise in income tax – but they can’t raise VAT as consumption needs to come back. That leaves the corporate sector in their crosshairs.

I hope, and perhaps this is more hope than reality, this crisis will lead to the proper taxation of the Googles and Amazons of this world. And not just taxes. Elon Musk, the Tesla and Space X entrepreneur, recently called for the break-up of Amazon. And I just read a convincing case for a digital advertising monopoly suit against Google, co-written by a Yale professor who’d been in the Anti-Trust unit of the US’s Department of Justice a few years ago.

Maybe, just maybe, the employees of the Facebooks and the Twitter’s will be the impulse behind proper corporate taxes on their employers? It is far-fetched as a theory, I will grant you that, but they aren’t afraid to be heard. In 2018, for instance, 20,000 Google employees – yes, 20,000 – walked out in protest at their company’s handling of sexual harassment.

CONCLUSION

In 2015 a client for the Robinson Hambro CEO Advisory service who was the Executive Chairman of a bank asked me to give a talk to his Global Advisory Board. My theme was that globalisation had peaked. Very prescient, if I say so myself, coming before Trump and Brexit. In case you think I have a crystal ball, let me say I also predicted Putin would be out of power in Russia. You can’t win them all!

The point of this story is that we cannot predict the future. But executives and non-executives can consider trends and responsibilities within Boards, within the Risk Committee, the Nominations and Remuneration Committees, and the Audit Committee, and act accordingly.

Thank you for listening. And now, the fun bit for me, I much look forward to your comments and questions.

Speech at the Mansion House

Immigration is key to attract global talent

This is an abridged version of a speech given to a Mansion House packed to the rafters with 350 members of the International Bankers and their friends.

My year as Master (Chair) runs till October 2020. 

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Welcome all to the Annual Banquet of the WCIB and welcome to the Mansion House, the Heart of the City.

The Mansion House reminds me of the Villa Farnesina in Rome, built for Agostino Chigi, a banker who was treasurer to the Papal States in 1510 and a patron of great artists. He entertained his clients – Popes, Ambassadors, men of power – in such style that he was known as ‘the Magnificent’.  

I should hope we have entertained you in such style today, that you too will say the International Bankers are Magnificent!

At one banquet, in an extravagant gesture, the silver dishes were thrown into the Tiber River after use. I therefore ask you to pick up any silver left on your tables and we shall throw it into the Thames. Or perhaps not!

Rumour has it that il Magnifico’s servants had placed invisible nets in the river, and thus recovered the silver.

Banking, and financial services in general, is about covering your risk. As he did.

The City faces many risks. Today, I want to concentrate on one risk only. Arguably the most crucial one. The war for talent.

Mark Hoban, a former City Minister - who is present tonight - chairs the Financial Services Skills Taskforce, which published a damning report last month on the City’s talent recruitment and retention. I quote: “There is no doubt that the financial services sector is facing an existential skills crisis.”

The demand for talent already exceeds supply and this trend is set to become more acute. Additionally, “The lack of gender and ethnic diversity is both a social issue and a skills issue. Talent that the industry needs is not being utilised.”

This is the reason why Professor Grace Lordan from the London School of Economics – also here tonight - and I are co-founding The Inclusion Institute at the LSE. The Institute arose out of a report commissioned by the International Bankers. In partnership with City companies, the Institute will use behavioural science and data to lead to more diverse talent recruitment and retention, to dynamism and creativity, and to changing culture for future success.

Cognitive diversity is necessary to deliver better company returns in a transformed digital marketplace. How does this innovation happen? It is most likely to occur when you mix gender, generation, ethnicity, sexual orientation and nationality, on your boards and in your teams. And ensure they feel accepted, or included, and thus able to speak up.

The City is working hard on its D&I. Yet it is already a world leader in one form of diversity. Nationality. We have a wider mix and more nationalities in the City than in any other major financial centre. 40% - that is four zero – of City workers are foreign-born – and they are fully included.

What other country would have a Canadian leading its central bank, a Frenchman till recently leading its stock exchange, and an American woman, leading one of its main financial derivative companies, IG? Plus, at a much lower level, voting in another foreigner – me - as Master of the Worshipful Company of International Bankers. I am grateful!

But the City’s USP is under threat. The government’s recently announced, hard core policy on immigration is undermining the City’s search for talent. They should care, because we bring in over 10% of tax revenues.

We would not have the strongest Fintech sector in the world, without the Open Door, Open City policy of earlier governments. We wouldn’t be leaders in Green Finance without that Open Door, Open City policy. Note that the UK Green Bond market is already worth $44 billion. There is so much more that we in the City need to do to help finance the environmental transition for our planet’s survival.

For that, we need the best talent in the world.

There are at least three things wrong with the new system.

In the first place, an immigration policy that gives way too much importance to higher education, such as PhDs, cannot be right. Skills are of as much importance as a university degree in our disrupted world. The Russian founder of Revolut, a City-born start-up which was just given a valuation of $5.5 billion dollars, doesn’t have a PhD. Let alone the Richard Branson’s of this world. Or even the Mark Zuckerberg’s.

Secondly, an immigration policy that harks back to an era of central planning cannot be right. Five-year plans surely went out with Stalin?!. Yet a Tory government believes in the future it will be able to figure out where the skills shortages are in the economy and make short term changes to policy to fill them. That’s in a world where we don’t even know what many of the jobs of tomorrow will look like.

And finally, an immigration policy which will only allow large, well-capitalised firms to import foreign workers, is not right. The cost and bureaucracy of work permits is such that SMEs, start ups and the like won’t be able to afford them – and they are the accelerator in the economy.

Let my last quote be from Catherine McGuinness, the CEO of the City: “We need an immigration system that works for the whole of the financial services ecosystem. This includes those supporting industries which keep the City ticking and we look forward to engaging with the Government on this particular issue.”

I am not sure she meant that last line…

The City understands that this government has an obligation to those who voted it in, a number of whom believe that immigration – rather than globalisation and automation - is to blame for inequality and the precariousness of modern jobs. But Boris Johnson’s government has a duty to destroy myths about immigration and a duty to care for the City, let alone the whole economy. Our tax revenues and our inventiveness will help in financing a better future for all.

The City is a British jewel, a European jewel, and a world jewel – in fact, it is a public good and I would ask that you join with me, in any way you can, in pressing this government to change its policy, and return to an Open Door, Open City.  

Overcoming tribal challenges

The LSE’s new Inclusion Institute

The most successful species on this planet revels in the comfort of conformity. Just think of the boost and subsequent bonhomie that comes from a ‘successful’ meeting where everyone agrees. Yet with instability as the defining condition of our times, executives must evolve to become comfortable with discomfort.

Who, in the City, would hire someone who had failed a Maths O level? Twice. Yet that is the case of Sir Robert Stheeman, one of the most successful and trusted CEOs of the Debt Management Office, which is responsible for issuing UK government debt. It didn’t seem to affect the £2 trillion – give or take a few billion – that he has issued over 17 years in the job.

He is not alone in believing that a contributory factor in the 2008 financial crisis was the increased conformity in the hiring of talent. ECB President Christine Lagarde famously quipped that if Lehman Brothers had been Lehman Sisters the crisis would have looked quite different. Studies from business consultants like McKinsey and respected academic institutions like Harvard Business School conclude that better business decisions result from more diverse and inclusive companies.

And yet how laborious and demanding it is to create this change. The overarching reason is biology. Humans are wired to align individual with group interest, to achieve hyper-sociality, in the words of Mark Pagel, head of the Evolution Laboratory at the University of Reading. Arguably as powerful as the Darwinian natural selection gene is culture, “that software collection of ideas, routines, rituals and behaviours written into our brains – it is the most successful way there has ever been of making more people.”

We are programmed to accept and celebrate the culture of our birth, our tribe, even though it is an arbitrary accident – not to mention the resilience of culturally defined emotions which range from healthy nationalism to xenophobia and racism, notes Pagel.

It is no coincidence that Ursula von der Leyen mentioned Winston Churchill, Soho bars and her discovery of the British sense of humour in the first speech she gave on British ground this year. Titled “Old friends, new beginnings: building another future for the EU-UK partnership,” the EU Commission President reminisced about her time as a student at the London School of Economics, suffusing the room in the warm glow of cultural unity, before delivering the harsh message that “the more divergence there is, the more distant the partnership has to be.”

So how to achieve the cognitive diversity that is necessary to deliver better company returns in a transformed digital marketplace? It is most likely to occur when you mix gender, generation, ethnicity and sexual orientation on boards and teams, and ensure they feel accepted, or included, and thus able to speak up. An uncomfortable meeting is more likely to deliver innovation.

The Financial Services Skills Taskforce report which was published at the end of January was damning of the City’s talent recruitment and retention. Mark Hoban, a former City Minister who chairs the FSST, put it bluntly: “There is no doubt that the financial services sector is facing an existential skills crisis.”

Alarmingly for a sector that depends on talent and innovation, it has the third lowest training spend per employee and the second lowest spend per trainee compared to other sectors of the economy. Meanwhile, fewer than 40% of students associate creativity and a dynamic work environment with working in banks, but highly value these in any future employer.

The demand for talent already exceeds supply and this trend is set to become more acute. “The lack of gender and ethnic diversity is both a social issue and a skills issue. Talent that the industry needs is not being utilised,” argues the independent review commissioned by HM Treasury.

A number of firms are working hard at changing this. Charles Martin, Senior Partner at City law firm Macfarlanes, is clear about the value of hiring a more diverse workforce. “Firstly, it feels right. It doesn’t feel sustainable to work in a market where we don’t look like our clients or the world around us. Secondly, more diversity makes for more balanced decisions and less group think. Thirdly, we need to have the best people working for us. If we are failing in diversity, we will fail in business terms.”

MI5 plans to hire 50% more behavioural scientists in 2020 to help it analyse the vast amounts of online data generated by terror suspects. Marrying psychology and the increasing amounts of data available on diversity and inclusion is just as relevant for City firms.

These are the reasons why, with Associate Professor Grace Lordan, I am co-founding The Inclusion Initiative institute at the London School of Economics. In association with some of the most advanced City institutions we seek to merge data and behavioural science to help change culture for future success.

The City is responsible for well over 10% of the UK’s tax revenues and continues to be one of the global go-to centres for finance. With just a bit of hyperbole, Byron’s lines about the importance of the Coliseum to Rome come to mind: “When falls the City, London shall fall; And when London falls - the World.”

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Can I take the opportunity to invite you on the 5th of March at 6pm to come to the LSE and join me for the launch of the Inclusion in the City report, which I am co-authoring with Dr Grace Lordan. This will be a panel discussion event, chaired by Dame Minouche Shafik, and feature four senior leaders from the City of London giving reactions to the messages in the report. 

The 5th of March event is ticketed and part of the LSE Festival. This year's Festival will bring together global leaders, innovators and change makers to investigate how we can learn lessons from the past, tackle the challenges of today and shape the future. You can get a free ticket online now by following this link.

It is also the night The Inclusion Initiative will be announced, a new institute at the LSE which I am co-founding. It will bring behavioural science insights to the City of London in partnership with City firms. Do get in touch if your company might be interested in exploring working together. Here is the pamphlet.