Key Takeaways
- • Leading Edge CEO Clayton Jue, a pioneer in the emerging managers space, says diversity, equity and inclusion (DEI) efforts are "not focused on anything that resembles entitlement," according to Pensions & Investments.
- • The primary source excerpt provided is limited; the interview's full details on Leading Edge's platform, assets, and programs are not available in the source material.
- • The same Pensions & Investments page also features a separate Defined Contribution piece by Amanda Umpierrez arguing that 401(k) sponsors must do more as retirement anxiety grows.
Summary
Pensions & Investments reports that Clayton Jue, CEO of Leading Edge, a firm the publication describes as a pioneer among emerging managers, has said that DEI initiatives are "not focused on anything that resembles entitlement." The remark frames Jue's view of diversity efforts in institutional investing, where emerging and diverse managers seek access to allocator capital.
The source excerpt available for this story is brief and does not include Jue's full comments, supporting figures, or details on Leading Edge's assets under management, strategy, or client base. Readers seeking specifics on the interview should consult the full Pensions & Investments article.
The page also carries a Defined Contribution feature by Amanda Umpierrez, titled "Why 401(k) sponsors must do more as retirement anxiety grows." That piece reports that defined contribution plans have evolved from a plan feature into a financial wellness package, as participants communicate needs to employers and plan sponsors seek to help workers build retirement readiness.
The source excerpt available for this story is brief and does not include Jue's full comments, supporting figures, or details on Leading Edge's assets under management, strategy, or client base. Readers seeking specifics on the interview should consult the full Pensions & Investments article.
The page also carries a Defined Contribution feature by Amanda Umpierrez, titled "Why 401(k) sponsors must do more as retirement anxiety grows." That piece reports that defined contribution plans have evolved from a plan feature into a financial wellness package, as participants communicate needs to employers and plan sponsors seek to help workers build retirement readiness.
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