Diversity & inclusion
Diversity & inclusion matters to us
"It's embedded in the firm's name – 'partnership' is one of the foundational values of our organization and it underpins many aspects of our culture. We have a genuine appreciation for the benefits that diversity brings to Partners Group. And we firmly believe that our efforts around diversity & inclusion will play a key role in our continued growth as a global leader within private markets."
David Layton, Co-Chief Executive Officer and Sponsor of Partners Group’s Black Network
As stated in our Charter, Partners Group was built on partnership and partnership is grounded in the collaboration of diverse teams.
Since our inception, we have seen time and again that we make the best decisions when we jointly explore and vigorously debate a range of viewpoints, in order to achieve clarity of direction. This process of 'creative abrasion' is key to the partnership approach that sits at the heart of our business.
Creative abrasion is more successful with both diversity and inclusion. That is why we aim to attract employees with a diversity of perspectives, skills and backgrounds – including diversity of race, gender, sexual orientation, religion, culture and cognitive diversity, just to name a few. And we aim to sustain an inclusive work environment in which everyone feels empowered to share their informed opinions and listen to those of others.
As such, our conviction is that a diversity of perspectives, skills, experience and backgrounds among our employees, combined with a tradition of inclusion, are factors that enable us to realize the full potential in private markets on behalf of our clients and their beneficiaries.
"I joined Partners Group in 2000 as a temporary receptionist. I did not have a university degree at the time and did not have a background in finance. I experienced a welcoming and supportive culture, which allowed me to learn and grow, get my studies done, and eventually be promoted to Managing Director – in Asia. When I became pregnant in 2015, I was concerned that I would not be able to balance being a parent with my demanding work. I had a fantastic mentor at Partners Group who took time and shared her own experience, tips and advice. A few years later – and now with two lovely daughters – I would not say it is easy, but it is perfectly possible with the support I received."
Sara Odebunmi, Managing Director, Global Head Platform Services
We promote diversity & inclusion
We wish to nurture our talent across the globe in every way and have launched a number of initiatives to continue the promotion of diversity & inclusion at Partners Group. We focus in particular on the following areas:
Hiring & onboarding
We want our firm to reflect the diversity of the societies in which we operate.
- Select initiatives:
- We have a number of dedicated diversity ambassadors who attend alumni events, speaking engagements and career fairs at universities globally to foster interest in private markets and promote Partners Group as an employer of choice in order to attract the next generation of diverse, talented young professionals.
- In 2018, we established our Diversity Summer Internship Program, a unique opportunity for recent university graduates with top credentials to launch an exciting career in private markets.
- Current focus areas:
- We are aiming to increase the diversity of our Financial Analyst Program, a three-year rotational program for recent university graduates. Our ambition is to identify five new sources of diverse candidate per region and hire 40-60% of program members from under-represented groups in each region into our 2022 Financial Analyst Program class.
Culture & retention
We want to increase our employees' sense of inclusion & belonging, in support of 'creative abrasion'.
- Select initiatives:
- To promote a sense of inclusion at Partners Group, we have supported the establishment of employee networks formed around a shared identity. These networks play an important role in articulating, promoting, and supporting the collective interests of their members, as well as supporting Partners Group's Diversity & Inclusion Committee in achieving its goals.
- We have focused on increasing support for parenthood by enhancing our global guidelines on Childcare Leave and establishing our Parent Buddy Program, designed to help new parents return to and reintegrate at work after having children.
- Current focus areas:
- We are updating our annual employee engagement survey to better measure inclusion and set targets for improvement based on our findings.
- We are establishing a mentoring program for senior leaders to build greater awareness of the experience of under-represented groups.
Progression & development
We are passionate about employee development and want to maintain merit-based progression for all our employees.
- Select initiatives:
- One of the areas we have focused on in recent years is actively developing our female talent to promote gender diversity at Partners Group and address the current gender imbalance that exists within our industry. To track our progress, in 2018, we set ourselves the target of substantially increasing the number of our female Partners and Managing Directors to 25 by 2025.
- To support the development of high potential, mid-level professionals ('Emerging Leaders'), we have established the PG Coaching Program. The program offers a one-year coaching relationship to professionals identified as Emerging Leaders that is focused on building the skills necessary for them to continue emerging as valuable contributors and leaders at Partners Group.
- Current focus areas:
- We are committed to providing equal employment and advancement opportunities to all individuals. As such, our Human Resource department annually performs an equal pay analysis, which has shown no pay inequalities in recent years. To provide our stakeholders with further confidence in our results, we have decided to engage a third party to perform the analysis for us going forward.
- We are establishing a diverse progression panel to oversee progressions and ensure equal opportunity and meritocracy.
"Partners Group truly values the contribution each and every employee makes to its business and rewards hard work. If you set goals, work steadfastly towards them and embrace Partners Group's values of partnership, entrepreneurship, leadership, excellence and passion, you will succeed."
Kelly-Marie Henry, Senior Compliance Officer
Our employee networks
We support employee networks that work to help increase the diversity of hiring and create a sense of inclusion at Partners Group. As of May 2021, these networks count more than 220 members. Our current employee networks comprise:
- The Women's Network
- The Black Network
- The LGBT+ Network
- The Parents Network
"I have worked in Partners Group's London office since 2012 and have progressed within the Client Solutions team during this time. The opportunities presented to me are a testament to the meritocratic culture at Partners Group. Being a member of the LGBT+ community has had no bearing on my career path."
Antony Esposito, Head UK Consultant Relations
Diversity & inclusion has a clear governance setup
At Partners Group, we firmly believe that effective governance is key to creating value and diversity & inclusion is no exception. That is why our Diversity & Inclusion Leadership Team is sizeable, energetic, determined and influential. Oversight for our diversity & inclusion initiatives lies with the most senior levels of our organization, our Board of Directors and Executive Committee. Day-to-day responsibility for initiatives to advocate and promote diversity and inclusion at Partners Group lies with our Diversity & Inclusion Committee. The Committee works as a consultant to our Executive Committee on diversity & inclusion topics and acts as a bridge between Partners Group employees and senior management.
External diversity and inclusion initiatives supported by Partners Group
#100BLACKINTERNS offers internships to Black students across the UK to help kick start their career in investment management. 200 of the industry’s leading players are participating as a way to source a more diverse group of talent for the long-term.
Advance is the leading business association for gender equality in Switzerland, committed to increasing the share of women in management in Swiss-based companies.
Girls Who Invest
Girls Who Invest is a US-based non-for-profit that is working to bring more female investment professionals into the asset management industry through an intensive skills-based summer training. Girls Who Invest also provides an online training program and paid summer internship programs with partnering asset managers.
High Water Women
High Water Women is an organization founded in 2005 by women in the hedge fund and investment industries with a focus on providing enriched educational opportunities for low-income youth and the economic empowerment of women and children.
Him For Her
Him For Her is a not-for-profit venture aimed at accelerating diversity on for-profit boards. The organization engages leading “Hims” to introduce the world’s most talented “Hers” to corporate board service. Since its founding in May 2018, Him For Her has made hundreds of valuable introductions to board-ready women.
Level 20 is a European-based non-for-profit organization that aims to promote and improve gender diversity in the private equity industry. Level 20's goal is for women to hold at least 20% of senior positions in the European private equity industry. In 2015, when the organization was founded, women occupied only around 5% of these positions.
Pathways to Higher Education
Pathways to Higher Education is a Philippines-based organization focused on equipping high potential but financially underprivileged students with the necessary academic and soft skills to become ethical and discerning leaders.
Stonewall is a UK-based organization that works with institutions to create inclusive and accepting cultures, to ensure institutions understand and value the huge benefits brought to them by LGBTQ+ people, and to empower institutions as advocates and agents of positive change.
The Toigo Foundation aims to foster the career advancement and increased leadership of underrepresented talent by creating mechanisms for greater inclusion from the classroom to the boardroom.
The Windsor Fellowship identifies disadvantaged students from lower socioeconomic backgrounds across the UK and provides career guidance and development skills with the help of intensive training sessions, internships and career mentoring.