Membership Directory - Individual
Justin Onuekwusi
Senior Multi-Asset Fund Manager and Head of Retail Multi-Asset Funds at Legal and General
About
"I am a senior multi-asset fund manager and Head of Retail Multi-Asset Funds at Legal & General Investment Management (LGIM), sitting within a team that is responsible for managing over £50bn.
I first began my career in 2003 as a senior investment analyst at AON Hewitt, before moving across to Bank of America in 2007 where I worked as a manager and research analyst. I also worked with Aviva Investors as a multi asset fund manager before joining LGIM in 2013.
I co-chair the Legal & General Inclusion Team (LEGIT). LEGIT aims to create a culture that supports all of Legal & General Investment Management (LGIM) through networks and events across five key areas: leadership engagement, talent attraction and development, leadership development, marketing and communications and community engagement. In addition to these company-wide initiatives, I also chair the Investment Diversity Working Group, which focuses on driving inclusivity across the investment floor. Finally, I am on the diversity and inclusion team for our parent company, Legal & General (L&G).
Over the course of my career in the City I have seen for myself that workplaces function best and are most productive when employees bring different backgrounds, experiences, opinions and ways of thinking to the table. However, I also regularly noticed that there was still a huge lack of diversity across many firms and wanted to do whatever I could to highlight and address this. Workplaces should be aware of the positive impact of diversity, and push hard to foster positive, inclusive environments where everyone feels welcome and be themselves. Inclusion should be exactly what it says on the tin, and that EVERYBODY deserves a seat at the table based on their competence rather than a label that highlights just one aspect of who they are. When this doesn't happen, employees instead spend their time and energy trying to hide who they really are in order to feel more accepted and progress at work, impacting their relationships with colleagues, productivity and essentially their happiness and wellbeing. Nobody should have to experience this.
As an advocate of diversity and inclusion, I believe that everyone who claims to be an advocate for diversity and inclusion has a responsibility to push for this across all areas, rather than the areas that will solely benefit themselves. Equality and inclusion in the workplace can only ever truly be achieved if everyone feels included. With this in mind, I am proud to be an LGBT+ ally."
I first began my career in 2003 as a senior investment analyst at AON Hewitt, before moving across to Bank of America in 2007 where I worked as a manager and research analyst. I also worked with Aviva Investors as a multi asset fund manager before joining LGIM in 2013.
I co-chair the Legal & General Inclusion Team (LEGIT). LEGIT aims to create a culture that supports all of Legal & General Investment Management (LGIM) through networks and events across five key areas: leadership engagement, talent attraction and development, leadership development, marketing and communications and community engagement. In addition to these company-wide initiatives, I also chair the Investment Diversity Working Group, which focuses on driving inclusivity across the investment floor. Finally, I am on the diversity and inclusion team for our parent company, Legal & General (L&G).
Over the course of my career in the City I have seen for myself that workplaces function best and are most productive when employees bring different backgrounds, experiences, opinions and ways of thinking to the table. However, I also regularly noticed that there was still a huge lack of diversity across many firms and wanted to do whatever I could to highlight and address this. Workplaces should be aware of the positive impact of diversity, and push hard to foster positive, inclusive environments where everyone feels welcome and be themselves. Inclusion should be exactly what it says on the tin, and that EVERYBODY deserves a seat at the table based on their competence rather than a label that highlights just one aspect of who they are. When this doesn't happen, employees instead spend their time and energy trying to hide who they really are in order to feel more accepted and progress at work, impacting their relationships with colleagues, productivity and essentially their happiness and wellbeing. Nobody should have to experience this.
As an advocate of diversity and inclusion, I believe that everyone who claims to be an advocate for diversity and inclusion has a responsibility to push for this across all areas, rather than the areas that will solely benefit themselves. Equality and inclusion in the workplace can only ever truly be achieved if everyone feels included. With this in mind, I am proud to be an LGBT+ ally."
Project 1000
Available to Members