Kaizen Recruitment Fund Executive Roundtable 2023

Regulation

• The ongoing regulatory burden and pace of change organisation are facing, was raised as key challenges from all executives. 
• The regulatory landscape is significantly impacting business operations and key decisions for executives in preparation of what may be coming in the regulatory pipeline, including CPS and SPS 230 and 530. 
• This is contributing to increased levels of recruitment across risk, compliance and governance.  

• It was intriguing to learn that most firms are experimenting with the use of AI. Some are much more progressed than others in implementing this new technology. 
• Some firms have implemented enterprise-wide AI software and are running project teams to improve efficiency of some processes, in particular investor reporting processes. 
• There were some positive comments about its effectiveness to improve current business processes. However, interestingly leaders were also seeing the limitations of what AI can do, in its current form. 
• It was curious to hear that all believed AI would play a much greater future role in investment management impacting several components for the overall investment management process. 

• Leaders shared their approach to planning and preparing for a cyber-attack. The consensus was its not matter of “if” an attack will happen, but “when” it will happen. 
• Many shared their plans in developing a whole of company approach, which included partnering with service providers and developing a strong enterprise risk culture.  
• All highlighted weaknesses in their supply chain with some identifying concerns with the lack of readiness with their service providers (3rd and even 4th party providers) 

• Work flexibility remains a challenging topic for all leaders with many still struggling to get the balance right.  
• There was no consistency with this approach with a couple firms mandating 5 days working from the office, while the majority have adopted a 3/2 or 2/3 flexible work approach. 
• The need to incentivise staff to return to office remains a constant challenge. Firms have included weekly lunches, learning and development sessions and social activities aiming to entice staff in to collaborate and build stronger interpersonal relationships. 
• Many cited examples of not being able to attract staff if they did not offer work flexibility and increasingly it has become a key component of a firm’s EVP.  
• All agreed of the importance to build stronger working relationships which is naturally optimised when working together in person.