{"id":3871,"date":"2024-03-22T12:31:10","date_gmt":"2024-03-22T12:31:10","guid":{"rendered":"https:\/\/alterdomus.com\/?post_type=insights&#038;p=3871"},"modified":"2024-03-22T12:31:12","modified_gmt":"2024-03-22T12:31:12","slug":"why-gender-diversity-is-a-commercial-imperative","status":"publish","type":"insights","link":"https:\/\/alterdomus.com\/insight\/why-gender-diversity-is-a-commercial-imperative\/","title":{"rendered":"Leadership means business: why gender diversity is a commercial imperative"},"content":{"rendered":"\n<div class=\"wp-block-filter-blocks-container filter-article-header-container filter-article-news has-ffeec-8-background-color has-background\"><div class=\"filter-container\" style=\"background-color:#ffeec8\"><div class=\"filter-container-background-image\" style=\"background-position:center center;background-repeat:no-repeat;background-size:cover\"><\/div><div class=\"container\"><div class=\"filter-container--inner filter-block-wrapper\">\n<div class=\"wp-block-filter-blocks-section is-style-standard\"><div class=\"filter-section\"><div class=\"filter-section--inner\">\n<p class=\"has-large-font-size\" style=\"margin-bottom:var(--wp--preset--spacing--xl)\">Analysis <\/p>\n\n\n<h1 style=\"margin-bottom:var(--wp--preset--spacing--m);\" class=\"wp-block-post-title has-huge-font-size\">Leadership means business: why gender diversity is a commercial imperative<\/h1>\n\n\n<p class=\"has-medium-font-size\"><em>There are strong ethical reasons for creating gender diverse workplaces. The commercial argument for gender balance is equally compelling.&nbsp;<\/em><\/p>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-filter-primary-color has-alpha-channel-opacity has-filter-primary-background-color has-background is-style-default\" style=\"margin-top:var(--wp--preset--spacing--2-xl);margin-bottom:var(--wp--preset--spacing--m)\"\/>\n\n\n\n<div class=\"wp-block-columns filter-article-meta-container is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"has-text-align-right wp-block-post-date has-small-font-size\"><time datetime=\"2024-03-22T12:31:10+00:00\">22 March 2024<\/time><\/div><\/div>\n<\/div>\n<\/div><\/div><\/div>\n<\/div><\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-filter-blocks-container filter-article-content-container\"><div class=\"filter-container\"><div class=\"filter-container-background-image\" style=\"background-position:center center;background-repeat:no-repeat;background-size:cover\"><\/div><div class=\"container\"><div class=\"filter-container--inner filter-block-wrapper\">\n<div class=\"wp-block-filter-blocks-section is-style-standard\"><div class=\"filter-section\"><div class=\"filter-section--inner\"><figure style=\"height:250px;\" class=\"wp-block-post-featured-image\"><img fetchpriority=\"high\" decoding=\"async\" width=\"2560\" height=\"1707\" src=\"https:\/\/alterdomus.com\/wp-content\/uploads\/2023\/09\/People-informal-meeting-scaled.jpg\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"people informal at meeting\" style=\"border-radius:32px;height:250px;object-fit:cover;\" srcset=\"https:\/\/alterdomus.com\/wp-content\/uploads\/2023\/09\/People-informal-meeting-scaled.jpg 2560w, https:\/\/alterdomus.com\/wp-content\/uploads\/2023\/09\/People-informal-meeting-300x200.jpg 300w, https:\/\/alterdomus.com\/wp-content\/uploads\/2023\/09\/People-informal-meeting-1024x683.jpg 1024w, https:\/\/alterdomus.com\/wp-content\/uploads\/2023\/09\/People-informal-meeting-768x512.jpg 768w, https:\/\/alterdomus.com\/wp-content\/uploads\/2023\/09\/People-informal-meeting-1536x1024.jpg 1536w, https:\/\/alterdomus.com\/wp-content\/uploads\/2023\/09\/People-informal-meeting-2048x1365.jpg 2048w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/><\/figure>\n\n\n<p>When it comes to gender diversity in the workplace the private equity industry hasn\u2019t always been at the vanguard of reform. The good news is that things are changing.<\/p>\n\n\n\n<p>According to <em>The state of diversity in global private markets: <\/em>2023, a landmark annual review of diversity in private markets compiled by McKinsey, just under half of entry level roles in private equity were held by women at the <a href=\"https:\/\/www.buyoutsinsider.com\/private-equitys-long-road-to-diversity\/\" target=\"_blank\" rel=\"noreferrer noopener\">end of 2022<\/a>.<\/p>\n\n\n\n<p>A separate report from the British Private Equity &amp; Venture Capital Association (BVCA) and Level 20 (a not-for-profit organization campaigning for gender diversity in private equity) found that women held 11 percent of senior investment roles in private equity in UK firms and their European offices \u2013 up from 10 percent in 2021 and just six percent in 2018.<\/p>\n\n\n\n<p>In an industry where there has been limited female representation historically, these findings are signs of encouraging advancement to a more gender-balanced private equity work force.<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>A commercial priority<\/strong><\/p>\n\n\n\n<p>Improvements to the gender mix in private markets, as well as the wider corporate world, reflect an acknowledgment by businesses of the ethical argument that workplaces should reflect the demographics of wider society. Alongside the ethical case for gender diversity in business settings, however, there is also a growing bank of evidence showing that gender balance isn\u2019t only a moral priority but commercial one.<\/p>\n\n\n\n<p>Zenger Folkman research referenced in Harvard Business Review, for example, found that women rated better on<a href=\"https:\/\/hbr.org\/2019\/06\/research-women-score-higher-than-men-in-most-leadership-skills\" target=\"_blank\" rel=\"noreferrer noopener\"> key leadership capabilities than men<\/a>. A separate study by S&amp;P Global Market Intelligence showed that companies with female chief financial officers outperformed their sector averages, and that businesses with female chief executives generated superior share price <a href=\"https:\/\/www.spglobal.com\/marketintelligence\/en\/news-insights\/latest-news-headlines\/study-female-execs-generated-higher-profit-stock-price-returns-than-male-peers-54788813\">performance to peers<\/a>. <\/p>\n\n\n\n<p>Academics have also found that organizations with female leaders in the C-suite are more likely to prioritize investment in research and development and are <a href=\"https:\/\/hbr.org\/2021\/04\/research-adding-women-to-the-c-suite-changes-how-companies-think?registration=success\" target=\"_blank\" rel=\"noreferrer noopener\">more careful when taking risk<\/a>. There are several other similar studies highlighting the commercial benefits women bring to corporate leadership.<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Diverse teams drive private markets performance<\/strong><\/p>\n\n\n\n<p>The evidence pointing to superior corporate performance when senior management is more diverse is mirrored in the private markets industry. Research led by HEC professor Oliver Gottschalg, utilizing a data set of close to 2,500 deals executed by <a href=\"https:\/\/www.hec.edu\/en\/why-private-equity-firms-should-include-more-women#:~:text=Gender%20diversity%20in%20private%20equity,failure%20than%20all%2Dmale%20teams\" target=\"_blank\" rel=\"noreferrer noopener\">51 managers over 20 years<\/a>, found that buyout teams with at least one female member outperformed all-male teams on IRR and total value to paid in (TVPI) metrics.<\/p>\n\n\n\n<p>Investment committees with at least one female representative, meanwhile, were also shown to deliver better outcomes than male-only committees, with IRRs higher by an average of 12 percent and cash returns better by 52 cents per dollar invested for mixed teams. Gender balanced private equity teams were also shown to reduce risk, bringing down average capital loss ratios for funds by<a href=\"https:\/\/www.hec.edu\/en\/why-private-equity-firms-should-include-more-women#:~:text=Gender%20diversity%20in%20private%20equity,failure%20than%20all%2Dmale%20teams\" target=\"_blank\" rel=\"noreferrer noopener\"> 8 percent<\/a>.<\/p>\n\n\n\n<p>\u201cOur study is the first to prove empirically that performance of gender-balanced investment teams correlates with higher returns in private equity,\u201d Gottschalg said in an <a href=\"https:\/\/www.hec.edu\/en\/why-private-equity-firms-should-include-more-women#:~:text=Gender%20diversity%20in%20private%20equity,failure%20than%20all%2Dmale%20teams\" target=\"_blank\" rel=\"noreferrer noopener\">interview on his findings<\/a>.<\/p>\n\n\n\n<p>Researchers put forward a variety of explanations for the findings of outperformance by gender-balanced teams, including a broader range of insight and perspective when assessing investment targets, improved decision-making and planning and a more balanced approach to risk.<\/p>\n\n\n\n<p>Whatever the explanations for outperformance may be, it is becoming increasingly difficult to ignore headline research findings highlighting the added commercial value that diverse teams offer.<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Untapped potential<\/strong><\/p>\n\n\n\n<p>But while private markets have made progress when it comes to opening up opportunity to female professionals, it is surprising that has not been faster when considering the growing body of evidence that teams with women leaders deliver outperformance.<\/p>\n\n\n\n<p>Senior leadership in private equity leadership and investment teams is still male-dominated. McKinsey\u2019s research, for example, found that while there was balanced female representation at entry level in private equity, at c-suite level women still only held 17 percent of senior roles. McKinsey models suggest that at the current rate of change it could take more than six decades before the industry achieves parity in <a href=\"https:\/\/www.mckinsey.com\/industries\/private-equity-and-principal-investors\/our-insights\/the-state-of-diversity-in-global-private-markets-2023\" target=\"_blank\" rel=\"noreferrer noopener\">investing roles at managing director level<\/a>.<\/p>\n\n\n\n<p>Almost 10 years on from its launch Level 20, meanwhile, is still only halfway towards its objective for women to hold at least 20 percent of <a href=\"https:\/\/www.level20.org\/who-we-are\/why-we-exist\/\" target=\"_blank\" rel=\"noreferrer noopener\">senior positions in private equity<\/a>.<\/p>\n\n\n\n<p>It is important to note that it is only within the last ten years that private equity has recognized the value that recruiting more female professionals into their organizations can bring. Building up talent pools and attracting more women into the industry, however, is a long-term project. It takes time to develop candidates with the training and experience to take on deal making and leadership roles in what is an <a href=\"https:\/\/www.investec.com\/en_gb\/focus\/private-equity-trends\/2024.html\" target=\"_blank\" rel=\"noreferrer noopener\">apprenticeship industry<\/a>.<\/p>\n\n\n\n<p>Level 20 and programs such as the 10,000 Interns Foundation are helping to address these bottlenecks, but with women still <a href=\"https:\/\/www.hec.edu\/en\/why-private-equity-firms-should-include-more-women#:~:text=Gender%20diversity%20in%20private%20equity,failure%20than%20all%2Dmale%20teams\" target=\"_blank\" rel=\"noreferrer noopener\">underrepresented in business schools<\/a>, coupled with complexities around retaining women who have started families in the industry, there are long-term, secular challenges that continue to face the private markets industry when it comes to <a href=\"https:\/\/www.mckinsey.com\/industries\/private-equity-and-principal-investors\/our-insights\/the-state-of-diversity-in-global-private-markets-2023\" target=\"_blank\" rel=\"noreferrer noopener\">increasing female representation<\/a>.<\/p>\n\n\n\n<p>For private markets managers and service providers that have the conviction to tackle these obstacles, however, finding and promoting female talent presents a compelling commercial and strategic opportunity. For Alter Domus the value of gender balance in leadership is almost \u201cold news\u201d, and the firm and its clients have been benefitting from women in senior managerial positions for years, across all markets.<\/p>\n\n\n\n<p><a href=\"https:\/\/alterdomus.com\/about-us\/our-leadership\/sandra-legrand\/\"><strong>Sandra Legrand<\/strong><\/a>, for example, sits on the Alter Domus Group Executive Board and is Regional Executive for Europe and Asia Pacific, overseeing operations in 18 countries, including the Group\u2019s headquarters in Luxembourg.<\/p>\n\n\n\n<p>Under Legrand\u2019s leadership, division revenues have grown by 123 percent, with assets under administration expanding to more than US$740bn, to rank Alter Domus as the number one fund administrator in Europe by funds closed.<\/p>\n\n\n\n<p><a href=\"https:\/\/alterdomus.com\/about-us\/our-leadership\/jessica-mead\/\"><strong>Jessica Mead<\/strong><\/a>, Group Executive Board member and Regional Executive for North America, has delivered similar performance impact.<\/p>\n\n\n\n<p>Operating out of Chicago in the US, Mead has overseen a transformative period of growth for Alter Domus, increasing headcount by more than 57 percent and growing assets under administration in North America to more than US$837 billion.<\/p>\n\n\n\n<p>At operational level, meanwhile, Chief Human Resources Officer and Group Executive Board member <a href=\"https:\/\/alterdomus.com\/about-us\/our-leadership\/joanne-ferris\/\"><strong>Joanne Ferris<\/strong><\/a> has played a crucial role in supporting Alter Domus&#8217; organic and inorganic growth.<\/p>\n\n\n\n<p>Ferris has overseen the onboarding of more than 450 employees via M&amp;A and other strategic initiatives, with retention rates for employees joining following M&amp;A running at between 85 percent and 90 percent. Ferris has also managed 112 percent growth in global headcount to support client demand, as well as making provision for 269,000 hours of staff training and development.<\/p>\n\n\n\n<p>As demonstrated through the leadership of Legrand, Mead and Ferris, gender balance and commercial imperatives are not mutually exclusive, but mutually reinforcing. 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\/><\/div>\n  <div class=\"filter-single-insight-item-inner\">\n    <div class=\"filter-primary-post-term\"> Analysis<span class=\"dot\"><\/span>November 26, 2025 <\/div>\n    <h4 class=\"filter-single-insight-item-title\">Operational equity, powered by technology<\/h4>\n    <div class=\"filter-single-insight-item-link wp-block-buttons is-layout-flex\">\n      <div class=\"wp-block-button is-style-arrow\"> <a href=\"https:\/\/alterdomus.com\/insight\/operational-equity-powered-by-technology\/\" class=\"wp-block-button__link has-filter-secondary-color has-text-color wp-element-button\">Read article<\/a> <\/div>\n    <\/div>\n    <a class=\"stretched-link\" href=\"https:\/\/alterdomus.com\/insight\/operational-equity-powered-by-technology\/\" aria-label=\"Click to read Operational equity, powered by technology\"><\/a> <\/div>\n<\/article>\n<article class=\"filter-single-insight-item\">\n  <div class=\"filter-single-insight-item-image\"><img decoding=\"async\" width=\"1024\" height=\"615\" src=\"https:\/\/alterdomus.com\/wp-content\/uploads\/2025\/08\/Corporate-Image-3-1024x615.png\" class=\"attachment-large size-large\" alt=\"\" srcset=\"https:\/\/alterdomus.com\/wp-content\/uploads\/2025\/08\/Corporate-Image-3-1024x615.png 1024w, https:\/\/alterdomus.com\/wp-content\/uploads\/2025\/08\/Corporate-Image-3-300x180.png 300w, https:\/\/alterdomus.com\/wp-content\/uploads\/2025\/08\/Corporate-Image-3-768x461.png 768w, https:\/\/alterdomus.com\/wp-content\/uploads\/2025\/08\/Corporate-Image-3.png 1386w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/div>\n  <div class=\"filter-single-insight-item-inner\">\n    <div class=\"filter-primary-post-term\"> Analysis<span class=\"dot\"><\/span>November 24, 2025 <\/div>\n    <h4 class=\"filter-single-insight-item-title\">Illiquid, Not Inaccessible: How Fund Operations are Catching Up with Investor Demand<\/h4>\n    <div class=\"filter-single-insight-item-link wp-block-buttons is-layout-flex\">\n      <div class=\"wp-block-button is-style-arrow\"> <a href=\"https:\/\/alterdomus.com\/insight\/illiquid-not-inaccessible-how-fund-operations-are-catching-up-with-investor-demand\/\" class=\"wp-block-button__link has-filter-secondary-color has-text-color wp-element-button\">Read article<\/a> <\/div>\n    <\/div>\n    <a class=\"stretched-link\" href=\"https:\/\/alterdomus.com\/insight\/illiquid-not-inaccessible-how-fund-operations-are-catching-up-with-investor-demand\/\" aria-label=\"Click to read Illiquid, Not Inaccessible: How Fund Operations are Catching Up with Investor Demand\"><\/a> <\/div>\n<\/article>\n<article class=\"filter-single-insight-item\">\n  <div class=\"filter-single-insight-item-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/alterdomus.com\/wp-content\/uploads\/2025\/09\/AD-colourMod-shutterstock_2507183429-1024x683.jpg\" class=\"attachment-large size-large\" alt=\"\" srcset=\"https:\/\/alterdomus.com\/wp-content\/uploads\/2025\/09\/AD-colourMod-shutterstock_2507183429-1024x683.jpg 1024w, https:\/\/alterdomus.com\/wp-content\/uploads\/2025\/09\/AD-colourMod-shutterstock_2507183429-300x200.jpg 300w, https:\/\/alterdomus.com\/wp-content\/uploads\/2025\/09\/AD-colourMod-shutterstock_2507183429-768x512.jpg 768w, https:\/\/alterdomus.com\/wp-content\/uploads\/2025\/09\/AD-colourMod-shutterstock_2507183429-1536x1024.jpg 1536w, https:\/\/alterdomus.com\/wp-content\/uploads\/2025\/09\/AD-colourMod-shutterstock_2507183429-2048x1366.jpg 2048w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/div>\n  <div class=\"filter-single-insight-item-inner\">\n    <div class=\"filter-primary-post-term\"> Analysis<span class=\"dot\"><\/span>November 6, 2025 <\/div>\n    <h4 class=\"filter-single-insight-item-title\">Bridging the ABOR\/IBOR Gap: \nWhat Endowments and Foundations Operations Leaders Really Need<\/h4>\n    <div class=\"filter-single-insight-item-link wp-block-buttons is-layout-flex\">\n      <div class=\"wp-block-button is-style-arrow\"> <a href=\"https:\/\/alterdomus.com\/insight\/bridging-the-abor-ibor-gap-what-endowments-and-foundations-operations-leaders-really-need\/\" class=\"wp-block-button__link has-filter-secondary-color has-text-color wp-element-button\">Read article<\/a> <\/div>\n    <\/div>\n    <a class=\"stretched-link\" href=\"https:\/\/alterdomus.com\/insight\/bridging-the-abor-ibor-gap-what-endowments-and-foundations-operations-leaders-really-need\/\" aria-label=\"Click to read Bridging the ABOR\/IBOR Gap: \nWhat Endowments and Foundations Operations Leaders Really Need\"><\/a> <\/div>\n<\/article>\n            <\/div>\n<\/div><\/div><\/div><\/div>\n<\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"featured_media":1541,"template":"","cat-insight-type":[142],"cat-sectors":[],"cat-services":[],"class_list":["post-3871","insights","type-insights","status-publish","has-post-thumbnail","hentry","cat-insight-type-analysis"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.2 (Yoast SEO v26.2) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Leadership means business: why gender diversity is a commercial imperative - Alter Domus<\/title>\n<meta name=\"description\" content=\"There are strong ethical reasons for creating gender diverse workplaces. 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