Developed Countries
Highlights Rate Hikes Are Coming – O/W Banks And Small Caps: Rampant inflation is changing investor expectations on the timing and speed of rate hikes. At present, the market is pricing in three rate hikes in 2022. Overweight sectors that outperform in a rising rates environment. Shortages Of Goods – O/W Semis: Overweight industries which are upstream in the supply chain, such as semiconductor manufacturers. They enjoy strong pent-up demand and significant pricing power. Transportation Bottlenecks – O/W Airfreight, Road And Rail: While skyrocketing transportation costs are a boost for most, they are a boon for ocean shipping lines, and US transport companies, such as truck lines and railways. Pent-Up Demand For Services – O/W Travel Complex: The ISM PMI Non-Manufacturing composite reading indicates that demand for services still exceeds demand for goods. Stay overweight Hotels, Restaurants, Entertainment and Professional Business Services. Underweight Airlines for now. US Consumers Are Feeling Poorer – This Will Weight On Profits: Real wages are not keeping up with prices, erasing American consumer purchasing power, thus putting a lid on corporate pricing power. This will hurt profits in the Consumer Discretionary sector, in addition to causing broad-based margin compression. Fundamentals Are Strong For Now: Companies delivered blockbuster Q3 2021 earnings results and peak margins. However, an unusually high percentage of companies (52.6%) were guiding lower. Rising labor costs, reduced productivity, and loss of corporate pricing power will lead to margin compression as early as 2022. Strong Equity Inflows Into Year-End: Late-in-year catchup pension contributions translate into strong inflows into US equities after the early fall hiatus. Buying on dips still offers downward protection from a major market pullback. Buybacks vs Dividends: Share buybacks are on the rise, seemingly displacing dividends as a means of returning cash to shareholders. For cash yield, focus on sectors known for using buybacks to disburse cash to shareholders: Technology and Financials. Reiterating Investment Positioning Overarching Macroeconomic Themes Rate Hikes Are Coming Taper Tantrum 2.0 rotation is running its course: Sectors and styles most adversely affected by rising rates, such as Consumer Staples, Communications, Services and Health Care have underperformed in October (Chart 1), while cyclicals, geared to rising rates, have outperformed. Growth/Technology has benefited from recent rate stabilization. Chart 2Market Is Pricing In Three Rate Hikes in 2022 Market now expects three rate hikes by the end of 2022: Rampant inflation is changing investor expectations on the timing and the speed of rate hikes. A month ago, the probability of two rate hikes in 2022 stood at around 55%. Now, the probability of three rate hikes is roughly 64% (Chart 2). The BCA house view is that the Fed will raise rates once in December 2022 – an outlook much more temperate than the market’s. Investment Implication: Banks, Small Caps and Cyclicals outperform in a rising rates environment (Table 1). Table 1Recent Performance Of Sectors In A Rising Rates Regime Shortages Of Goods Shortages are ubiquitous. How do we make money from this theme? We choose industries that are positioned upstream in the supply chain; for example, we prefer Semis to Durable Goods (Chart 3). Manufacturers of chips face strong demand and significant pricing power, while durable goods manufacturers face shortages and have to pass higher input costs on to their customers, which constrains demand and sales growth. Of course, there is also another aspect contributing to the underperformance of durables: Purchases of goods have exceeded the pre-pandemic trend and turned. Over the past three months, semis outperformed the S&P 500 by nearly 5%, while durables underperformed by 12%. Investment Implication: Stay overweight Semiconductors and Semiconductor Equipment, underweight Durable Goods (Table 2). Chart 3Demand for Chips Is BoomingTable 2Sectors Affected By Shortage: Recent Performance Pent-Up Demand for Services The ISM Non-Manufacturing PMI for October has come in at a record 66.7 (62 expected) (Chart 4A), and new orders are soaring at 70. These readings exceed the ISM Manufacturing PMI (60.8), suggesting that demand for services still exceeds demand for goods. Furthermore, spending on services is still below pre-pandemic levels, and the rebound is running its course (Chart 4B). We conclude that our “pent-up demand for services” investment theme still has legs. Chart 4AISM Services Is Soaring Chart 4BStill Strong Pent-up Demand For Services Investment Implication: Stay overweight Hotels, Restaurants, Entertainment and Professional Business Services (Table 3). Stay away from Airlines for now. Table 3Travel Complex: Recent Performance Transportation Bottlenecks Shipping costs continue their ascent (Chart 5). Over 100 ships are currently anchored in LA/Long Beach ports compared to almost immediate unloading before the pandemic. While rising transportation costs are denting the profit margins of a wide range of companies, from retailers to manufacturers, they are a boon for ocean shipping lines, and US transport companies, such as truck lines and railways. Case in point: A.P. Moller-Maersk, the world’s largest boxship operator, delivered $5.44B in quarterly profits last week – doubling its entire 2020 income, on the heels of the unprofitable years of 2018 and 2019.1 Profits of other freight operators are also surging. Investors take notice: After a stretch of underperformance, the S&P 500 Transportation Index outperformed the S&P 500 by 6.55% in October. Chart 5Shipping Costs Still Exorbitant Investment Implication: Continue overweight of Transportation Services, specifically Air Freight and Logistics, and Road and Rail (Table 4). Table 4Transportation: Recent Performance US Consumers Are Feeling Poorer Consumers are right to worry about inflation: Nominal wages increased by 4.5% Year-on-Year in October, the highest reading over the past 40 years. However, real wage growth is negative, i.e. it is not keeping up with prices, erasing American consumers’ buying power (Chart 6). According to a Gallup survey, upticks in citations of the deficit and inflation are largely responsible for an increase in mentions of any economic issue – from 16% in September to 24% in October.2 According to the Conference Board survey, consumers expect prices to rise by 7% over the next 12 months. Loss of purchasing power is bound to dampen consumer demand, as we have seen with demand for Consumer Durables and Autos which has collapsed due to shortages and sky-high prices. Corporate pricing power is waning: As a result of pressures on consumer purchasing power, US producers are reporting that they find it harder to raise prices. Looking ahead, companies will have to absorb price increases (Chart 7). Chart 6Wage Increases Are Not Keeping Up With Inflation Chart 7Corporate Pricing Power Is Waning Investment Implication: Erosion of consumer pricing power will eventually harm the Consumer Discretionary sector and will lead to a broad-based margin compression. Fundamentals Peak margins are here: The confluence of rising wages, falling productivity, and reduced ability to raise prices translates into an impending margin squeeze. We forecast that the year-over-year margin change will be negative in 2022 (Chart 8). The Q3 2021 earnings season delivered blockbuster results so far with roughly two-thirds of the companies reporting, and results are striking. 83% of companies have beaten the street expectations with the average earnings surprise standing at 11% (Chart 9). Sales beats are only marginally worse: 77% of the companies have exceeded expectations with an average sales surprise of 3%. Quarter-on-quarter earnings growth is 0.25%, exceeding an expected 6% contraction. Compared to Q3 2019, EPS CAGR is 12%. These results indicate that street expectations were a low bar to clear. Forward guidance is concerning: Most companies commented that supply chain bottlenecks and soaring shipping costs are the major headwinds. Most companies have navigated a challenging economic environment swimmingly so far. However, looking ahead, waning pricing power, falling productivity, and rising costs will weigh on profitability. These factors are the ubiquitous reasons for negative guidance: 52.6% of companies are guiding lower for Q4 2021 (compare that to 32.7% in the previous quarter). Investment Implication: It is likely that the Q4 2021 earnings season disappoints. Sentiment Strong inflows into US equities after early fall hiatus. This can be explained by FOMO (fear of missing out), and lots of cash sitting on the sidelines, which many retail investors aim to park in US equities (Chart 10). Furthermore, historically, November and December have been characterized by robust equity inflows: Retail investors wait until the end of the year to reach clarity on their financial situation and to allocate funds to 401Ks, IRAs, and 529s. Investment Implication: Buying on dips still offers downward protection from a major market pullback. Chart 10Strong Inflows Into US Equities: Buying On Dip Is Still En Vogue Uses Of Cash Buybacks Replace Dividends: Share buybacks are on the rise again (Chart 11, Panel 1), seemingly displacing dividends as a means of returning cash to shareholders: The dividend payout ratio is flagging (Chart 11, Panel 2). From a corporate standpoint, dividends require a long-term commitment, while buybacks can be a “one-off,” lending more flexibility to corporate treasurers. Corporations also prefer buybacks as they reduce their share count and inflate earnings per share. Investment Implication: For cash yield, focus on sectors known for using buybacks to disburse cash to shareholders: Technology and Financials. Chart 11Buybacks Are Replacing Dividends Irene Tunkel Chief Strategist, US Equity Strategy irene.tunkel@bcaresearch.com S&P 500 Chart 12Macroeconomic Backdrop Chart 13Profitability Chart 14Valuations And Technicals Chart 15Uses Of Cash Cyclicals Vs Defensives Chart 16Macroeconomic Backdrop Chart 17Profitability Chart 18Valuation And Technicals Chart 19Uses Of Cash Growth Vs Value Chart 20Macroeconomic Backdrop Chart 21Profitability Chart 22Valuations And Technicals Small Vs Large Chart 23Macroeconomic Backdrop Chart 24Profitability Chart 25Valuations and Technicals Chart 26Uses Of Cash Footnotes 1 WSJ, Supply-Chain Pain Is Maersk’s Gain as $5.44 Billion Profit Dwarfs Amazon, UPS, November 2, 2021. 2 Job Market Ratings Set Record, but Economic Confidence Slides (gallup.com), October 27, 2021. Recommended Allocation
We will be holding our quarterly webcasts next Monday, November 15th at 10:00 a.m. Eastern time and Tuesday, November 16th at 8:00 a.m. Hong Kong time in lieu of publishing a Weekly Report. Please join us with your questions to make it a fully interactive event. We will resume our regular publication schedule on the 22nd. Highlights Economy – Wages could be on the rise if workers are able to exploit the considerable leverage they now enjoy: The labor market currently has no slack. Workers’ ability to derive a lasting advantage from today’s shortages will determine if the extended decline in labor’s share of income will reverse. Markets – Lengthy agreements in labor’s favor could give inflation an additional impetus: Investors are not prepared for a shift in the balance of power from management to labor and a range of assets will have to reprice if workers can achieve some durable victories. Strategy – Keep an eye on labor agreements, which could hasten a shift to more defensive positioning: The current economic backdrop, along with accommodative monetary and fiscal policy, support risk-friendly portfolio positioning, but a labor revival could prompt the Fed to engage in a disruptive tightening cycle that would halt the bull markets in equities and credit and possibly also short-circuit the expansion. Feature At the end of 2019, tiring of the market debates du jour, we began haunting the New York Public Library, reading all we could about US labor relations history. Several books and rolls of microfilm later, we published a three-part Special Report on workers’ past, present and future. While we concluded that organized labor would not regain the influence it wielded in the fifties, sixties and seventies, we thought that investors were underestimating the potential for workers to reverse the grinding decline in their fortunes that began in the early eighties. Public opinion seemed to be shifting in workers’ favor, especially among the young; the coming election held promise for the Democrats; and the pendulum had swung so far, for so long, that there was little scope for management to gain any more ground. We looked forward to countering the view that organized labor was as dead as a doornail, only to have COVID-19 render the topic irrelevant. Nearly two years later, however, dislocations caused by the pandemic have pushed negotiations over wages and labor conditions to the fore. Amidst a recent flurry of strikes against S&P 500 constituents, clients have been asking what the labor future holds. We refresh the themes we identified in our initial analysis, noting how conditions have shifted since early 2020. The investment takeaway is that increasing labor muscle could stoke inflation and push long-run inflation expectations higher, forcing the Fed to tighten monetary policy more abruptly than markets expect. The 2020 Election Went Labor’s Way A review of the historical record makes it crystal clear that employees cannot gain ground if government sides with employers. The 2020 election, which delivered both the White House and the Senate to Democrats, put some unexpected wind in labor’s sails. They did not mark a revival of the New Deal, however, as Democrats’ legislative majorities are precariously thin and unlikely to survive the 2022 midterms, their control of the presidency may not extend beyond 2024, and the federal judiciary will be inclined to see things management’s way for some time thanks to past conservative appointments. At the state level, the executive and legislative branches remain firmly in Republican control. A friendly executive branch can do a lot to reset the scales nonetheless. The Biden Department of Labor, National Labor Relations Board (NLRB), Occupational Safety and Health Administration (OSHA) and Department of Justice are certain to enforce existing worker protection laws more vigorously than their recent predecessors, while more actively challenging business combinations. Joe Biden began his election campaign at a Pittsburgh union hall and returned to the Steel City to end it, promising to be “the most pro-union president you’ve ever seen.” Labor leaders have generally given him high marks since taking office for supporting legislation to make it easier for workers to organize and he publicly offered moral support to John Deere’s UAW workers when they went on strike last month, saying, “My message is they have a right to strike and they have a right to demand higher wages.” Public Opinion Has Continued To Shift Toward Labor We noted two years ago that young Democratic voters overwhelmingly favored Bernie Sanders’ and Elizabeth Warren’s candidacies, suggesting that solidarity with workers might be on the rise. It is no surprise that students would be the most avid supporters of progressive campaigns, but Millennials, born between 1981 and 1996, and Generation Z might be viewed as the Inequality Generations, having entered the workforce after China’s admittance to the WTO, which coincided with a peak in labor’s share of income (Chart 1). Their lives have spanned the September 11th attacks, the financial crisis, a once-in-a-century pandemic and three equity market crashes, and many of them started adulthood with onerous student debt burdens and dim earnings prospects. They might find the notion of a union buffer from market forces especially alluring and therefore view unions favorably. The 2019 Gallup poll found that public approval for unions had reached nearly 20-year highs; two years on, it’s up to levels last reached over 50 years ago (Chart 2). Chart 1Workers' Share Of The Pie Shrank For 15 Years Chart 2Extreme Makeover Public opinion is crucially important to the outcome of labor negotiations because for-profit employers will seek the most favorable terms they can get, to the extent that they are socially acceptable. In our schematic of the 1980s vicious circle that initiated unions’ 40-year decline, public opinion made it possible for the Reagan administration to take a hard line against the air traffic controllers’ union and emboldened private employers to take more aggressive measures as well (Figure 1). Beyond the private sector, elected officials reliably deliver what their constituents want, and the courts do, too, albeit with a longer lag. The median voter theory advanced by our geopolitical strategists doesn’t just predict future outcomes, it directly influences them. Striketober Another key takeaway from our original study was that successful strikes beget strikes. Strikes are the most potent weapon in workers’ arsenal – withholding their labor threatens to reduce their employer’s output and may halt it altogether – but they are fraught with risk for individual employees. Striking workers don’t get paid beyond the partial support that may be provided by their union strike fund and may find themselves entirely out of work if the strike fails. Workers should only strike when they have a good chance of winning or when their situation has become so intolerable that they have little to lose. Strikes (and lockouts) occur when labor and management cannot reach a mutually acceptable settlement, often because at least one side overestimates its bargaining power. It is easy to agree when labor and management hold similar views about each side’s relative position, as when both perceive that one of them is considerably stronger. In that case, a settlement favoring the stronger side can be reached quickly, especially if the stronger side exercises some restraint and does not seek to impose terms that the weaker side can scarcely abide. Restraint is rational in repeated games like employer-employee bargaining, and when both parties recognize that relative bargaining positions are fluid, they are likely to exercise it. Viewing labor negotiations through a game theory lens, we posit a simple framework in which each side can hold any of five perceptions of its bargaining power, resulting in a total of 25 possible joint perceptions. Labor (L) can believe it is way stronger than Management (M), L >> M; stronger than Management, L > M; roughly equal, L ≈ M; weaker than Management, L < M; or way weaker than Management, L << M. Management also holds one of these five perceptions, and the interaction of the two sides’ perceptions establishes the path negotiations will follow. Limiting our focus to today’s prevailing conditions, Figure 2 displays only the outcomes consistent with labor’s belief that it has the upper hand. For completeness, the exhibit lists all of management’s potential perceptions, but we deem the three away from the extremes to be most likely. Record job openings and job quits rates (Chart 3) should disabuse even the most rabidly anti-union managements from thinking they hold all the cards. On the other hand, four consecutive decades of victories will make it hard for all but the most objective management negotiators to believe that the tables have completely turned and that labor is fully in control. Chart 3It's A Labor Seller's Market ... Strike outcomes turn on which side has overestimated its leverage. The broad factors we use to assess leverage are overall labor market slack; economic concentration; regulatory and legal trends; and the sustainability of either side’s accumulated advantage, which we describe as the labor-management rubber band. Other factors that matter on a case-by-case basis, but are beyond the scope of our analysis, include industry-level slack, a labor input’s susceptibility to automation, and the degree of labor specialization/skill involved in that input. For these micro-level factors, a given group of workers’ leverage is inversely related to the availability of substitutes for their input. Labor Market Slack Though we hold the view that labor force participation is likely to revive in coming months because inequality and a comparatively thin social safety net will compel many lower-income workers to return to the work force, no one knows for sure where the workers have gone or when they will return, if at all. It is abundantly clear from accelerating wage gains (Chart 4), the openings and quits rates, and small businesses’ historic inability to fill job openings (Chart 5) that the labor market is extremely tight right now. A difference of opinion about whether and how long the worker shortages will persist could make finding common ground in contract negotiations a challenge. Chart 4... As Rising Wages ... Chart 5... And Frantic Employers Confirm Economic Concentration We previously noted that the trend toward economic concentration has strengthened management’s hand in labor negotiations as it has made an increasing share of local labor markets tend toward monopsony. A monopsony is a market with a single buyer, the mirror image of a monopoly, which is a market with a single seller. Unfortunately for labor, monopsonies restrain prices just as monopolies inflate them. The trend toward economic concentration is well established and we think the probability that it will reverse is low – Congress may shake its fist at Big Tech and the Biden Justice Department will more vigorously contest mergers on anti-trust grounds, but there is an ocean of liquidity available to support acquisitions and robust CEO confidence suggests it will be deployed. Regulatory And Legal Trends Over the last four decades, unions have endured a near-constant drubbing from statehouses, federal agencies and the courts, as union and labor protections have been under siege from all sides. But the regulatory and legal tide has been such a huge benefit for employers since the beginning of the Reagan administration that it simply cannot continue to maintain its pace. Furthermore, as our Global Investment Strategy colleagues have observed, the Republican party’s lurch toward populism may leave Big Business without a champion in Washington, DC. The regulatory and legal winds are shifting and management teams that have spent their entire careers in an environment in which labor has perpetually been on the back foot may be the last to know, leading to an uptick in the number and contentiousness of labor disputes. A change in Fed policy, as unveiled in the August 2020 revision to the FOMC’s statement on longer-run monetary policy goals, has also tilted the playing field in workers’ favor. The Fed has sworn off preemptively tightening monetary policy when the labor market appears to be getting tight. The new direction contrasts with 40-plus years of Fed policy that were predicated on taking away the punch bowl before upward wage pressures could build momentum. The tacit pledge in the revised statement on monetary policy implies that the Fed will prioritize its full employment mandate over its price stability mandate in the near term. That’s not an unalloyed positive for workers, who will only be better off if their nominal wage gains outpace inflation, but it will help give them more of a head start than they would have gotten if the FOMC had stuck with the proposition that tight labor markets stoke inflation. The Labor-Management Rubber Band Employees and employers have a deeply symbiotic relationship, and we like to think of labor and management as being linked by an elastic tether with a finite range. Since neither side can indefinitely thrive if the other is suffering, the tether pulls the two sides closer together when the gap between them threatens to become too wide. When labor does too well for too long at management’s expense, profit margins shrink and the company’s viability as a going concern is threatened. When management does too well, deteriorating living standards drive the best employees away, undermining productivity and profitability. One does not have to be a card-carrying socialist to believe that the band is near its limit and that some sort of mean reversion is inevitable, given how badly real hourly wages have lagged gains in hourly output over the last 50 years (Chart 6). Chart 6Testing How Far The Labor-Management Rubber Band Can Stretch What Comes Next Steady concentration across industries and a persistently hospitable legal and regulatory climate has given management the upper hand for four decades. Going forward, however, labor should see its fortunes improve as the legal and regulatory climate cannot get materially better for employers, and the labor-management rubber band becomes less stretched in management’s favor (Figure 3). The major uncertainty pertains to the ongoing level of slack in the labor market and how employment agreements should account for it. All parties recognize there is no slack right now and employers are duly offering generous inducements to attract workers. Sign-on bonuses for new employees in unskilled services positions are ubiquitous and negotiations with unionized employees include ratification bonuses for signing new contract packages. Because wages are sticky on the downside – it’s difficult to get employees to swallow outright pay cuts – employers prefer making one-time concessions like bonuses to increasing wage rates across the board, which is tantamount to locking in higher long-term input costs. The duration of concessions appears to be a sticking point in the negotiations to settle the current strikes. Over the last two decades, several large companies with unionized workforces have instituted a two-tier employment track distinguishing legacy employees from new hires. The legacy employees remain on their existing salary path and retain their retirement and health insurance benefits, while new employees are subject to a lower salary scale and are entitled to fewer benefits, if any. The result has been to bend the human resources cost curve lower in the future as natural attrition shrinks the share of employees on the more costly legacy path. The two-tier employment classification has proven to be an effective way for employers to bend the cost curve to their liking, as it protects the interests of a considerable majority of employee voters at the expense of a largely hypothetical future employee constituency. It is presumably difficult to empathize with workers who aren’t yet coming to the plant every day and legacy employees haven’t dwelled on their plight when participating in contract ratification votes. An interesting feature of the ongoing John Deere strike is that the UAW rejected what appeared to be a strikingly generous package partially in the interest of defending current and future employees who have no path to reach legacy employees’ all-in compensation level. The recent strikes against S&P 500 constituents have been concentrated in industries that faced demand spikes during the pandemic. The bakery worker’s union (BCTGM) representing Kellogg’s workers struck against Frito-Lay (owned by Pepsi) for three weeks in July and Nabisco (a unit of Mondelez) for five weeks in August and September. A significant motivation for the BCTGM workers’ actions seemed to be frustration over intense pandemic workloads. Their plants ramped up capacity to fill kitchen cabinets while consumers were cooped up at home and they are now seeking redress for the emergency hours they were asked to work. (All of the bakery workers who struck, as well as the John Deere workers, were considered essential workers.) Management, on the other hand, might take the view that their employees’ sacrifices are in the past, and are not likely to be repeated if product demand settles back into its pre-pandemic trend. Viewing ongoing negotiations from our game theory perspective, there is ample room for divergent perceptions of relative negotiating strength, based on differing opinions about the persistence of pandemic trends. The divergence might make for increasingly contentious labor negotiations going forward, with strikes exacerbating supply bottlenecks and ramping up near-term inflation pressures. If ongoing rounds of labor negotiations result in workers achieving longer-term victories, it will pressure corporate profit margins. Labor gains will also potentially feed into inflation if capacity is not poised to meet the ensuing increase in aggregate demand. We will keep close tabs on labor negotiations as the economy works its way back to a post-pandemic steady state. Doug Peta, CFA Chief US Investment Strategist dougp@bcaresearch.com
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