A powerful way to strengthen our collective intelligence
We are conscious of our role in society and we want to deliver positive outcomes for all our stakeholders. We are also convinced that inclusive and diverse organizations are more creative, innovative and likely to outperform. For these reasons, inclusion and diversity are strategic objectives for Ardian and are fundamental to our talent.
We regard inclusion and diversity as the platform that empowers everyone to reach their full potential within our company, while being respected and feeling free to express their ideas and differences, whether of religion, gender, age, education, social background, national origin, mental or physical disability or sexual orientation. We want our teams to reflect the society in which we operate.
employees trained on Conscious Inclusion
of women in investment teams by 2030
Concrete commitment, measurable objectives
The four key principles of our Inclusion and Diversity Charter are:
Creating an inclusive working environment that welcomes people from all backgrounds
Developing our agenda in three priority areas: gender balance, social diversity and disability
Promoting equal opportunities to increase our positive social impact
Using our governance system to continuously improve our initiatives and measure their effectiveness
Inclusive working environment and talent initiatives
We want our people to thrive together while being able to express their differences. We know how important it is to build an inclusive and diverse culture that embraces learning and fosters trust—a culture where every employee can do its best work and reach its full potential. Ardian has published its Code of Conduct, which is about much more than merely being polite and courteous. It is about considering others, being open to different cultures, communicating respectfully and adopting behavior which reinforces mutual respect and cohesion. We all have a role to play in developing this inclusive working environment, that’s why our year-end appraisals include an individual I&D objective.
All Ardian staff have received training on stereotypes and I&D, and our managers have attended a dedicated training session on Conscious Inclusion. An I&D workshop also forms part of our integration seminars for new joiners.
We are pursuing multiple initiatives to broaden the range of people who feel that joining our company could be right for them. Through our VoxPopuli program we train 20 candidates from less advantaged backgrounds every year to prepare them to apply for internships. We reach out to female business school students through our Generation Women events and are building partnerships with universities that have a more diverse student pool. We go into high schools to show pupils what Ardian does and we use the Ardian Foundation’s network of educational charities to identify talented young people from under-represented parts of society.
We have scrutinized our recruitment processes to ensure they support our inclusion and diversity objectives, in line with local laws around the world. Our HR guidelines require diverse recruitment shortlists that include at least one candidate from each gender. We pay special attention to gender balance among our interns and ensure that we are represented at student fairs by gender-diverse groups of employees. Our HR team specifically addresses the rights of candidates with disabilities and ensures they receive equal access to job opportunities.
Ardian strives to create a secure and ambitious environment in which people can continue to grow. We fully recognize the importance of work-life balance and flexible working for all our employees and provide exceptional support for parents and care-givers. We are studying pay levels across the company by gender and are committed to reducing any differences. We ensure our managers are reminded of our policies on salaries and employment equality before every pay and benefits review. Our thriving women’s club has the mission to encourage parity within Ardian, it gives female staff the opportunity to receive mentoring from senior colleagues and build their internal networks.
Memberships and certifications
ILPA (Institutional Limited Partners Association)
In December 2020, Ardian became a founding signatory of the ILPA’s Diversity in Action initiative, making a commitment to take new concrete steps to advance inclusion, diversity and equity, for Ardian and the financial industry more broadly.
In February 2021, Ardian joined Level 20, the organization dedicated to improving gender diversity in the European private equity industry.
The Global Business Certification standard for gender equality
Ardian has been awarded the level 2 of the Economic Dividends for Gender Equality (EDGE), called EDGE Move. This certification measures and assesses company commitment to gender equality through an audit of our policy and practices and a survey completed by employees on perceptions of inclusion in the workplace.
In 2020, Ardian signed France Invest’s Gender Diversity Charter. The initiative promotes gender parity within French private equity firms and the companies they support.
Investor Leadership Network (ILN)
In 2019, Ardian joined the Investor Leadership Network which addresses issues of sustainability and long-term growth. Ardian is particularly involved in issues concerning diversity in investment.
Ardian is committed to providing equal employment opportunities to our employees, applicants and candidates based on individual qualifications, without regard to religion, gender, age, national origin, educational background, mental or physical disabilities or sexual orientation.
Discover how Maëlys got the opportunity to start a permanent contract while finishing her studies
Talent, Private Wealth Solutions, Investor Relations Inside Ardian
Claire’s journey from intern to Client Servicing Associate in Investor Relations at Ardian
Talent, Investor Relations Inside Ardian
Meet Christopher, Analyst within the Secondaries & Primaries team at Ardian in London
Talent, Secondaries & Primaries Inside Ardian
Working at Ardian in Milan and being the voice of the future generation: Nadine's story
Talent, Buyout Inside Ardian
Justine Le Guillou's involvement in Employee Charities and career as a Senior Client Servicing Project Manager
Talent, Investor Relations, Ardian Foundation Inside Ardian
How an internship led Meredith to a position of Investment Manager in New York
Talent, Co-Investment Inside Ardian
Talent Responsible finance
Career path - 1 minute to consider going from Big4 to Private Equity
Secondaries & Primaries, Talent Inside Ardian
Sustainability, Talent, Ardian Women's Club Inside Ardian
Talent Inside Ardian
Ardian Circle - Workshop #1
Ardian Circle is the community of executives and decision-makers from companies in which Ardian invests. Through these meetings, Ardian wishes to support the development of practices that proactively address social and environmental issues as well as transformation challenges that can create value for companies.
Download the Report
Ardian Inclusion & Diversity Charter
At Ardian, we want to have a positive impact on all our stakeholders and we are conscious of our societal role. This charter, which sets up concrete and measurable targets, is a commitment against all types of discrimination and an engagement to promote equal opportunities.
Download the Report