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ETF Flows Surge, Shrug Off Small-Cap Exodus: State Street

ETF Flows Surge, Shrug Off Small-Cap Exodus: State Street

Yahoo2 days ago
Investment inflows surged to $121 billion in July, maintaining a record-setting pace that could deliver $1.3 trillion in annual exchange-traded fund flows despite persistent weakness in small-cap strategies, Matthew Bartolini, head of Americas ETF research at State Street Investment Management, wrote in a recent report.
The July inflows pushed total 2025 ETF flows to $677 billion, keeping the industry on track for its first trillion-dollar year, according to the report. Total ETF assets have already reached a record $11.8 trillion.
Behind the Surge
The surge comes as global equities gained 1.3% in July, with U.S. stocks climbing 2.2% and international markets declining 0.4%, Bartolini noted in the report. Bonds fell 0.3% as rates rose on stubborn inflation and deficit concerns.
ETF flows broke down across asset classes with equity strategies capturing $81.5 billion and fixed income taking $23.8 billion in July, according to State Street Corp. (STT). Alternative strategies attracted $12.6 billion, while commodities added $2.3 million.
Non-U.S. equity ETFs captured 30% of equity flows despite representing just 19% of assets, marking a reversal from 2024 when U.S. equity ETFs took 86% of all equity flows, according to Bartolini, signaling a shift toward international diversification.
Record Inflows Mask Small-Cap Weakness
U.S. small-cap ETFs lost $6.6 billion in July, marking their seventh-consecutive month of outflows and bringing year-to-date redemptions to $20 billion, according to the report. The streak represents a record for sustained negative activity in the category.
Rolling three- and six-month small-cap flows have reached their worst levels on record, coinciding with small-caps lagging large-caps by 9% this year and 17% over the past 12 months, State Street data show.
The outflows reflect headwinds from elevated interest rates, uncertain macro conditions with potential growth-negative tariff impacts and weak profitability trends, as 34% of small-cap companies remain unprofitable, Bartolini wrote.
Bond Inflows Hit Record Pace
Bond ETF flows reached $200 billion for 2025 in record time, hitting the milestone in July compared to September in 2024, Bartolini said. The firm projects bond ETF flows could reach $380 billion by year-end, surpassing 2024's record of $300 billion.
Credit sector bond ETFs added $2 billion in July, led by $3 billion into high-yield strategies, while investment-grade corporate bonds experienced outflows, according to the data. Convertible bond ETFs posted $572 million in inflows, their largest monthly total in over two years.
Active ETF strategies continued their dominance with $45.3 billion in July inflows, bringing year-to-date totals to over $263 billion and representing 39% of all ETF flows, the report showed. Low-cost passive strategies captured $321 billion, or 47% of flows.
Thematic ETFs rebounded with $3.8 billion of flows in July, the largest monthly inflow since 2021, driven primarily by robotics and artificial intelligence strategies that captured $1.3 billion, Bartolini found.Permalink | © Copyright 2025 etf.com. All rights reserved
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Chase Neely PC Acquires TMBTQ™ Trademark Law Boutique, Building a National Platform for Entertainment, Corporate, and Federal IP Counsel
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  • Yahoo

Chase Neely PC Acquires TMBTQ™ Trademark Law Boutique, Building a National Platform for Entertainment, Corporate, and Federal IP Counsel

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Why Lateral Career Moves Still Feel Risky—And What Leaders Can Do
Why Lateral Career Moves Still Feel Risky—And What Leaders Can Do

Forbes

time25 minutes ago

  • Forbes

Why Lateral Career Moves Still Feel Risky—And What Leaders Can Do

Career growth inside companies still follows a narrow script—progress often defined by vertical movement alone. Lateral career moves—shifts across functions, divisions or geographies—rarely carry the same weight as upward ones, even when they build more range. That perception keeps many employees from considering them, even when the move might offer the most learning and the broadest exposure. Gallup's Q4 2024 research reveals the gap: while nearly 70% of employees are looking for a new role within their organization, only 28% would consider a lateral one. Those who do make such moves report lower clarity, less alignment with their strengths and less frequent recognition. The long-term benefits are real, but the short-term experience is often discouraging. To understand the deeper dynamics at play, I spoke with Michael Waldman, professor of management and economics at Cornell University, and Matthew Bidwell, professor of management at Wharton. 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It takes visibility, structural support and shared accountability. As Waldman noted, 'There are lots of things firms can do to avoid talent hoarding, but those things are costly—so sometimes they don't happen.' Bidwell emphasized that preparation matters just as much as the move itself: 'Often a lot of the process happens before the move—building skills, offering short‑term opportunities to prepare someone for the shift.' He also pointed to what kind of lateral moves tend to matter most: 'People who seemed to be benefiting were the ones moving to a different function. Getting broader functional experience, learning more about how the business operates—that was more valuable than doing the same thing somewhere else.' So what does it take? Here are six strategies to help lateral career movement become a growth engine, not a sideline. Six Ways to Make Lateral Moves Work Share stories of lateral moves in company updates—not as policy footnotes but as real growth journeys. 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Building A System Around The Lateral Move When lateral career moves are overlooked or unsupported, companies don't just stall talent. They stall possibility. Innovation slows. Succession pipelines shrink. Employees grow disengaged when the only visible path doesn't match their skills. Lateral movement shouldn't be a gamble or a test of perseverance. It should be one of the ways organizations build range, depth and future leadership. As Bidwell put it, 'If talent mobility is invisible, it doesn't feel like a real option to the employee or the manager.' Movement alone doesn't shape careers. It's what surrounds the move—support, visibility, and context—that defines its impact.

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