Culture and Inclusion
Our Inclusion strategy aims to support different perspectives to enhance our firm’s performance and wider contributions, applying a holistic Inclusion lens to both internal and external-facing activity.
We cultivate a variety of backgrounds, experiences and perspectives where debate and challenge are not just encouraged, but also expected. This forms the basis of our resilience and innovation, and ultimately enables us to drive exceptional results. Together, we create an environment in which each colleague can fulfil their individual potential and contribute to our collective goals.
We are:
- An employer of choice
- Continuously enhancing inclusion
- Holding ourselves accountable
Discover our:
- Inclusion metrics
- Employee initiatives & networks
- Partnerships and philanthropy
- Family and family-building policies
- Gender pay transparency
- Diversity and Inclusion Policy (including Anti-Discrimination, Bullying, Harassment and Victimisation)
Inclusion is not only the right thing to do, it also makes good business sense, and we have the building blocks of commitment, strategy and partnerships in place to achieve our ambitions.
Benoît Durteste, CEO and CIO
An employer of choice
We want people to feel comfortable to bring their experience and background to the firm, develop their talents, excel and innovate.
Enhancing inclusion
We focus on maintaining and nurturing an inclusive culture and environment.
Holding ourselves accountable
We measure our progress and adjust our efforts accordingly to ensure that we continue to achieve and evolve our progress on inclusion.
Key diversity metrics
#2 globally
Equality Group’s Honordex Index
ICG rated as a top two private equity firm for diversity, equity and inclusion efforts three years running; second place in March 2025 and first place in both March 2024 and March 2023.
14%
Ethnic minorities in Global Senior Management[3]
At 31 March 2025
(2024: 13%)[1]
Explore ethnicity metrics
Women at ICG
Data at 31 March 2025
40%
Board (%)
(2024: 40%)
Zero
Senior Board positions (Chair, SID, CEO, CFO)
(2024: 0)
33%
Executive Committee (%)
(2024: 33%)
37%
Global All Employees (%)
(2024: 37%)
45%
Global New Hires (%)
(2024: 39%)
44%
UK New Hires (%)
(2024: 37%)
29.6%
Mean Hourly Gender Pay Gap (%)
(2024: 30.3%)
73.2%
Mean Gender Bonus Gap (%)
(2024: 70.2%)
Ethnicity
Based on self-disclosure of UK based employees in the year to 31 March 2025
Ethnic minorities at ICG
Data at 31 March 2025
29%
UK All Employees (%)
of which 62% White, 20% Asian, 3% Black, 6% Other, 9% Prefer Not to Say or No Response
(2024: 26%, of which 63% White, 17% Asian, 4% Black, 5% Other, 10% Prefer Not to Say or No Response)
42%
UK New Hires (%)
of which 55% White, 32% Asian, 1% Black, 9% Other, 3% Prefer Not to Say or No Response
(2024: 38%, of which 58% White, 25% Asian, 8% Black, 5% Other, 5% Prefer Not to Say or No Response)
10%
Board
(2024: 0% Asian)
Zero
Senior Board positions (Chair, SID, CEO, CFO)
(2024: 0)
0%
Executive Committee (%)
(2024: 0% Asian)
Age
Employee data at 31 March 2025
Engaging with portfolio companies on Culture and Inclusion
We promote and encourage greater diversity within our portfolio companies, particularly at strategic decision-making levels. We work collaboratively with founders and management teams to develop policies and ensure initiatives are implemented and achieved.
Sustainability and People Reports
Employee initiatives & networks
To us at ICG, inclusion means enabling employees to bring their true selves to the firm, to make the most of their abilities, and to find success because of the unique perspective which their backgrounds or beliefs bring to the firm.
Explore initiatives & networks
Structured Culture and Inclusion Leadership
ICG’s Board oversees Diversity, Equity and Inclusion, culture, and employee engagement within the Group. It has a designated Non-Executive Director for employee engagement, Andrew Sykes, who, as an independent advocate, brings an additional lens to our efforts.
ICG leadership and governance
Andrew Sykes, Senior Independent Director
Get in touch
To find out more about our flexible solutions for both providers and users of capital, please contact us.
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Footnotes
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Global Senior Management is ICG’s equivalent for the Combined Executive Committee (ExCo) and ExCo Direct Reports population reported to the FTSE Women Leaders Review and Parker Review, defined in 2024. This includes ExCo members and direct reports to an Executive Director. For CBS, this includes firm-wide leadership roles in functional areas (Tax, Legal, Investor Relations, Compliance, COO, Finance, HR, Corporate Affairs, Reward, and Internal Audit). For CSG, it includes firm-wide leadership roles for all client functions. For INV, it includes firm-wide leadership roles (Investment Office, Head of Sustainability) and/or relevant Material Risk Takers as per our Board-approved definition.
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The UK Senior Management population (for the reporting purposes of the Women in Finance Charter), defined in 2024, includes ExCo members and roles based in the UK that are direct reports to an Executive Director. For CBS, it includes firm-wide leadership roles in functional areas (Tax, Legal, Investor Relations, Compliance, COO, Finance, HR, Internal Audit, Corporate Affairs, and Reward). For CSG, it includes the Global Client Relations role. For INV, it includes firm-wide leadership roles (Head of Investment Office, Head of Sustainability) and/or relevant Material Risk Takers as per our Board-approved definition.
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Global Senior Management is ICG’s equivalent for the Combined Executive Committee (ExCo) and ExCo Direct Reports population located in the UK. For CBS, this includes firm-wide leadership roles in functional areas (Tax, Legal, Investor Relations, Compliance, COO, Finance, HR, Corporate Affairs, Reward, and Internal Audit). For CSG, it includes firm-wide leadership roles for all client functions. For INV, it includes firm-wide leadership roles (Investment Office, Head of Sustainability) and/or relevant Material Risk Takers as per our Board-approved definition.
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