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CVC strives to foster a supportive and inclusive working environment, where we leverage the unique contributions, abilities, voices and talents of our employees. We want to provide employees with the opportunity to achieve their full potential while working at CVC.

CVC's commitment

CVC's Diversity, Equity & Inclusion Committee, comprising senior leaders and colleagues from across our global network, was founded in 2016. The Committee is a catalyst for change at CVC, improving the way that CVC attracts, develops and retains its diverse and talented workforce. Our Global Head of DEI, Merary Soto-Saunders focuses on accelerating our efforts to create a more diverse, equitable and inclusive work environment.

Our commitment to diversity, equality of opportunity and inclusion extends to our portfolio companies and the industry. CVC has a global network of 29 offices, and we want our teams to reflect the societies in which they are based.


We want our stakeholders to see CVC as a brand truly aligned with DEI. It is embedded in our values, and we hope this is evident for anyone who comes to work with us. We are a company that supports difference, provides equitable access and helps people grow their careers

Merary Soto-Saunders Global Head of Diversity, Equity & Inclusion at CVC
We focus on four key areas:
1. Attracting

CVC works with recruitment partners and organisations including Sponsors for Educational Opportunity, 10,000 Black Interns and OutInvestors to find the very best candidates from wide-ranging backgrounds and industries. Our selection process focuses on capability, not connections. We believe that successful investment candidates have the potential to become partners at CVC.

2. Developing

We invest time and provide tailored training to develop all our employees, supporting their careers and improving their performance in their chosen fields. Whether it's cultivating technical abilities, training for industry qualifications or coaching and mentoring, we offer our employees everything they need to succeed in all aspects of their lives. Our Women’s Network supports initiatives such as networking events, mentoring programmes, dedicated recruitment events and external partnerships.

3. Monitoring

As signatories to Institutional Limited Partners Association (ILPA), we regularly benchmark our firm against industry metrics and other organizations to monitor and assess representation across various diversity dimensions, such as race and gender. These evaluations help us stay on track and ensure that we are making progress towards our targets. Our DEI programme is regularly reviewed by our Board, evaluating a comprehensive set of KPIs related to mobility, progression, and our hiring pipeline. These evaluations help us stay on track and ensure that we are making progress towards our targets.

4. Retaining

We pride ourselves on offering employees a wide range of attractive employment benefits to complement an exciting career. We provide industry competitive retention tools around family care, family planning and parental leave, including six months paid leave for primary care givers; full year bonus eligibility for employees on parental leave; parental coaching pre- and post-leave, as well as access to emergency care support for children, adults, and elders. We are very proud that CVC has one of the highest employee retention rates in our industry.


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