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D&I at Kartesia

Diversity & Inclusion at Kartesia, 1 year on

We accelerated our engagement in Diversity & Inclusion at Kartesia 12 months ago, when we launched a D&I program, including the Kartesia For Women Initiative. Alongside creating an inclusive workplace, we wanted to improve diversity and to understand what is holding women back in the alternatives space and, and more importantly, how we could address this issue. One year later, we are still fully committed to those topics, but we are also proud of the results already achieved!

We launched several initiatives such as reviewing and creating D&I supporting policies and procedures, organised a MBTI workshop to learn who to work with various profiles and personalities. We are also planning to have D&I training for all our managers. 

As one of the main objectives of Kartesia For Women is to inspire women to join the private debt industry, especially in investment roles, we have published several interviews of our female employees. By publishing the interviews, talking openly about our initiative, new policies, and D&I training, we have successfully increased the number of female candidates applying for new positions. 

We can proudly say that representation of women at Kartesia has improved. As of September 2021, of Kartesia’s 59 employees, 37% are women. This ratio is significantly higher to the European private debt industry average ratio of 14% (according to the “Diversity Review in Corporate Credit” by Waterman Stern in 2020), demonstrating Kartesia’s leadership in this area. The gap is especially relevant when comparing ratios of junior female employees and senior female employees as Kartesia’s ratio are 47% for junior and 25% for senior. 

Finally, we are also accelerating our engagement with our portfolio companies on D&I, whether through ad hoc discussions on ESG topics, ESG site visits or by a presence on the companies’ board. 

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