Diversity & Inclusion
“Our commitment to Diversity & Inclusion remains unchanged. Since our founding, we have seen time and again that we make the best decisions when we collaborate, jointly explore, and vigorously debate a range of viewpoints in order to achieve clarity of direction.”
Kirsta Anderson, Chief People Officer
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 key to the partnership approach that sits at the heart of our business. Our conviction is that a diversity of perspectives, skills, experiences, and backgrounds among our employees, combined with a tradition of inclusion, underpins creative abrasion, and enables us to achieve our aim of creating lasting, positive impact for all our stakeholders. We therefore aim to attract employees with a diversity of perspectives, skills, and backgrounds, and sustain an inclusive work environment in which everyone feels empowered to share their opinions and listen to those of others.
“I began working as a proposal writer at Partners Group in 2017. Since then, the firm has nurtured me, provided training and mentorship opportunities, and has illuminated multiple pathways forward for my career. I am now the head of the team where I started, and I get to be a part of the firm in bigger and more important ways with each passing year. As an LGBTQ+ woman in finance, it can be difficult to believe in promotions and career advancements when you don’t see someone like yourself represented in the industry. I can proudly say that I now get to be an example for others like me, and I look forward to guiding new professionals on their paths forward at Partners Group.”
Maria Getto, Head of Proposal Management, Client Solutions
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 operat
- 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. Of the Financial Analysts who started in summer 2022, 58% are from groups commonly understood to be under-represented in financial services, including women.
Culture & retention
We want to increase our employees' sense of inclusion & belonging, in support of 'creative abrasion'.
- 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.
- 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. By year-end 2022, we were at 14.
- 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. In 2022, we performed a global equal pay analysis using the assessment methodology of the Economic Dividends for Gender Equality (EDGE) Certified Foundation, which showed no significant pay inequalities. EDGE is a leading Diversity & Inclusion organization offering a global standard with independent verification. Using EDGE allows Partners Group to run the compensation analysis on our own and have it externally assured thereafter.
- We are establishing a diverse progression panel to oversee progressions and ensure equal opportunity and meritoc
Our employee networks
Partners Group supports employee networks that work to help increase the diversity of hiring and create a sense of inclusion at the firm. Our Diversity & Inclusion Working Group was founded in 2019 and elevated to a committee in 2020. Our employee networks have grown stronger over the years, with many powerful initiatives giving all Partners Group employees a chance to build connections across the firm and understand new perspectives. As at January 2023, our employee networks count more than 600 members, an increase of 50% since 2021. Our current employee networks comprise:
- The Women's Network
- The Black Network
- The Pride Network
- The Parents Network
- The Boots & Rucks Network
External Diversity & Inclusion initiatives supported by Partners Group
10,000 Black Interns
10,000 Black Interns 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.
American Corporate Partners (ACP) is a US-based nonprofit organization focused on helping returning veterans and active duty spouses find their next careers through one-on-one year-long mentoring, networking, and online career advice.
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.
LGBT Great is a global membership organisation specialist in developing LGBT+ diversity and inclusion within the investment and savings industry.
Out Investors is a global network for LGBTQ+ investment professionals/firms with amission to make the direct investing industry more welcoming for LGBTQ+ individuals.
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.