Diversity and inclusion at Pantheon
THE POWER OF PANTHEON – ONE UNITED DIVERSE CULTURE
We believe diversity of our people and practices fuels the power of Pantheon’s innovation and success. Uniting across race, gender, identity, disability, religion and experience we are committed to building more inclusive and sustainable futures together for our clients, employees and the wider global community.
We focus on I&D because we want our people to thrive, so collectively we can all grow and prosper and in turn help our communities to do the same.
Our inclusion ethos is founded on the premise that harnessing our differences will create a productive environment in which everybody feels valued, where our talents are being fully utilized and in which our organizational goals are met. To achieve this, we believe everyone at Pantheon has a part to play:
O U R L E A D E R S H I P
Sets the culture and policies which promote Pantheon as a diverse and inclusive place to work
O U R MANAGERS
Have a responsibility for monitoring equality and diversity within their business area and taking positive action to promote equality and eliminate discrimination.
Making objective decisions
Being aware of unconscious bias
O U R STAFF
Have a responsibility for actively promoting equality of opportunity and diversity.
Respecting others
Taking time to understand different perspectives
Global Staff Gender Identity and Ethnic Diversity Profile
Gender Identity Profile1
Ethnic Diversity Profile2
Asian
Mixed/Multiple Ethnic Groups
Hispanic/Latino
Middle Eastern
Black
Prefer not to say
Other
1 Data is subject to rounding, 0.4% of survey respondents declined to answer. 2 Data is subject to rounding, 0.4% of survey respondents declined to answer. 3 Data is subject to rounding, 0.4% of survey respondents declined to answer. No respondents identified as American Indian, Alaska Native, Pacific Islander or Native Hawaiian. Global Staff is defined as permanent staff, contractors and partners surveyed on a voluntary basis. Voluntary surveys are conducted annually during December/January and in compliance with Data Privacy Requirements. The response rate for our voluntary survey in December 2020 – January 2021 was 73%, compared to a 68% response rate in the prior annual survey.
Global Investment Team Gender Identity and Ethnic Diversity Profile
By Gender Diversity
By Ethnic Diversity
Data as of January 2021; data may be subject to rounding.
Overview of Pantheon's Leadership Profile by Gender Identity1
Global Staff LGBTQ+ profile Global Staff Disability profile2
1 Leadership data response rate is 100%. Data as of January 2021. Data maybe subject to rounding. 2 1% of respondents declined to answer.
Our Commitment to Continuous Progress
In 2021 we refreshed our I&D Strategy, welcoming new members to our Global I&D Committee and setting clear aims and objectives within three categories – Policies, Culture and Partnerships.
Collectively the objectives are to achieve:
Continuous improvement in the diversity profile of all levels within Pantheon
Advocate and support inclusive actions and behaviours throughout our culture and communities eradicating unconscious/ conscious biases
Be a leader and a positive influencer in the Private Markets through the external partnerships we form
We have established three pillars to help us achieve that ambition.
Incorporation of industry leading I&D practice approaches into all relevant Pantheon corporate policies
Commitment to how we build our teams and cultivate our leaders through diversity, drives our inclusive culture that feels like the right ‘fit’.
Establish partnerships with establishments that embody our vision and help drive our success in building more inclusive and sustainable futures for our clients, employees and the wider global community.
