17/02/2025
Our activities begin and end with people. By building real estate, infrastructure assets and companies that tenants and employees are proud of and customers support, we create long-lasting value – not just for us, but for the society.
We believe that diversity, equity and inclusion (DEI) are key drivers for innovation and profitability, creating a positive impact on the Nordic societies where we operate. To support this, CapMan’s internal DEI working group brings together members from all teams, functions, seniorities and geographies to provide practical guidelines and concrete recommendations for management with lessons that can be applied to our portfolios.
‘’Successful value creation is built on highly skilled, motivated and thriving personnel. Our strength is the combination of highly motivated experts in their respective fields and a strong and inclusive team spirit.’’
-Pia Kåll, CEO at CapMan
In the long term, we are committed to maintaining high satisfaction both among the 14,000+ employees at CapMan and our portfolio companies, as well as among our 9,000+ tenants. At Capman, our long-term target is to ensure no gender exceeds 60% representation in our management group appointments or other recruitments and to achieve 20% female representation in partnership appointments by 2033. We also actively support increasing diversity and inclusion within portfolio companies and have set and are aiming for equal gender representation in portfolio companies’ Boards and Management Groups.
To reach our long-term targets, we have set both short-term and mid-term goals to create meaningful jobs and support diversity, equity and inclusion at the workplace.
On CapMan Group level, our mid-term target is to:
- Keep annual employee satisfaction at a continous high (eNPS)
- Appoint a maximum of 70% of any gender for new management team appointments, provided there are multiple appointments
- Recruit a maximum of 70% of any gender for Investment professional positions
- Recruit maximum of 60% of any gender in other recruitments
- Keep inclusion index annually above 70
On fund level, our mid-term target is to:
- Keep companies’ annual employee satisfaction above 3.5/5 or eNPS above 25
- Keep tenants’ annual NPS above 0 and overall satisfaction above 4/5
- Appoint a maximum of 70% of any gender as new Management team and Board members
Read more about our latest achievements within sustainability and how we make things happen in our Annual Report and Investments Sustainability Report, linked on the top right of this page.
CapMan drives diversity of the private assets industry through the Level 20 network
CapMan’s CEO Pia Kåll is the founder of the Nordic chapter of the Level 20 network and chair of the Finnish Level 20 committee. Level 20 is a not-for-profit organisation focused on increasing the diversity in the private equity industry with the goal that the percentage of women in senior leadership in European private equity would reach at least 20. The mission is to inspire women to join and succeed in private equity and to work with industry leaders to make the changes necessary for diversity and inclusion to flourish. The organisation works towards its mission through mentoring, events and networking, lobbying and research.
