Diversity & Inclusion matters to us
 

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.
 

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.
    
     

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 Pride Network
• The Parents Network
• The Boots & Rucks Network
   

Our employee networks