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18 results for “diversity”
One, we wanted to create much more of a holistic firm where we could create a little bit more consistency and conformity and commonality of how we do business. Always giving the advisor flexibility where we think it matters most, but having unlimited
15:44 / 16:46
from transcript15:44 – 16:46
In many ways, we still are pretty diverse across our adviser teams, how they invest money. What we've tried to do is make sure, especially on the risk framework, that we've got tight processes around things like that. And that could be like concentra
33:00 / 34:04
from transcript33:00 – 34:04
That's a great question, and it's actually something we've thought about a lot. And one of my partners, Todd Whitenek, who manages the the research team day to day, he and I have talked about that a lot. I think it's inherent in both structure and cu
41:59 / 43:07
from transcript41:59 – 43:07
We have a lot of, say, clients who source and we help vet their own managers so they don't necessarily have to use the manager we picked for each one of those intersecting boxes. And for clients where access is a problem, you know, it's a $5,000,000
31:31 / 32:32
from transcript31:31 – 32:32
...inclusion when it comes to gender representation. You know, women remain underrepresented in check writing roles. There remains a persistent funding gap for, female led founding teams. And, you know, and I'm proud to say, you know, primary, we really
15:54 / 16:53
from transcript15:54 – 16:53
...diversity and inclusion within its teams and investment portfolio? What a great question. I think progress has been made in recent years, but at the end of the day, I I do still think that, the venture capital industry has some significant challenges
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from transcript15:01 – 16:09
...so called diversity equity inclusion, DEI. In the AI context, DEI includes the suppression or distortion of factual information about race or sex, manipulation of racial or sexual representation in model outputs. And this is the part that really thre
26:16 / 27:16
from transcript26:16 – 27:16
“Mixed standard teams only raised approximately 7%. That is far too little, obviously.”
And mixed standard teams only raised approximately 7%. That is far too little, obviously. So, of course, we're doing a series now that is focused on championing some of the women that have built incre
0:18 / 0:34
Bold/Contrarian0:18 – 0:34
you know, greater incentive for those who who back a certain portion of underrepresented groups. That could be pretty interesting because it's not a doesn't need to be a hard line, which I think is politically difficult and subject to huge amounts of
23:13 / 24:25
from transcript23:13 – 24:25
Then we're gonna talk about AI's bubbliness, I'm gonna say, and its bubbly future and whether IPOs are finally making a comeback. So, Anthony, why don't you kick things off? What is happening over at Andreessen Horowitz's fund, TXO? There's this fund
3:44 / 4:52
from transcript3:44 – 4:52
pre joining side. One of my biggest lessons is when people are really difficult on the title, I want chief of staff, not EA. I want head of engineering, not VP of engineering or whatever that type. It's never a good hire. Do you agree? And have you f
15:42 / 18:35
from transcript15:42 – 18:35
founders and startups who don't have access to traditional VC networks. And and so it's like, hey. Let's find all these founders who, you know, not necessarily only, but, you know, I think in some cases, maybe BIPOC founders or otherwise coming from
4:30 / 5:40
from transcript4:30 – 5:40
to force change and to force people to adapt, and then you can normalize behavior. So, you know, there there could be mandating certain representation at different stages within this process, whether that's on the the the business side or whether tha
22:28 / 23:34
from transcript22:28 – 23:34
reflected. One of the things that I think was very striking to me is if you look at the data for tech startups from last year, the percentage of non white hires actually fell in 2023 relative to 2022. And so as a result, primary here, we have launche
21:54 / 22:54
from transcript21:54 – 22:54
and that is a huge dislocation where when you look at the data, underrepresented founders are outperforming and they are underfunded. And so we just see it as a huge opportunity that we and others are excited to fill, but it is disappointing to see t
13:12 / 14:38
from transcript13:12 – 14:38
Being different is our superpower. And so being able to lean into that, now we're just not assimilating into a group of people that are all acting a certain way, but because we're different, we can meet people differently. And I think that's somethin
20:48 / 22:47
from transcript20:48 – 22:47
I think that's my biggest piece of advice because anything else becomes something that they can't control and the worry almost isn't isn't worth it. But I understand where it comes from. Yeah. And I have, I have one more, DDI question, which is mostl
14:06 / 15:23
from transcript14:06 – 15:23
it's forced me to seek to include and understand folks with different experiences and responsibilities outside of work like parenting. And that truly came from having the experience of being among myself. A couple of us have said this already, but th
21:32 / 23:33
from transcript21:32 – 23:33
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