Preqin asked industry experts how they prioritize LGBTQ+ inclusion in the workplace
Preqin asked industry experts how they prioritize LGBTQ+ inclusion in the workplace
The Human Rights Campaign's Corporate Equality Index ranked the banking and financial sector second for LGBTQ+ inclusion in 2022, behind the legal industry. As Diversity, equality & inclusion becomes better understood in and around the office, Preqin asks industry voices how they approach LGBTQ+ equality and how these efforts have impacted their company culture.
Cristian Raygoza, Founding Partner, Iluminar Ventures and Venture Partner, Gaingels
“Gaingels prioritizes LGBTQ+ representation by creating social change through investing and acknowledging that both capital and community are paramount to making that change. We’ve wielded our influence to ensure that young companies can build diverse and inclusive teams from the ground up. We provide access to top-tier diverse board talent, diversity recruiting services, and a large, mission-driven community of investors and founders who themselves come from the populations we aim to advocate for via our platform.
As the Iluminar team has built its brand in Latin America under the auspices of Gaingels, we’ve been sure to incorporate the same important resources and principles. We do so by targeting diversity and inclusion for LGBTQ+ folks, women, and people of color in a region that is still at the early stages of technological growth and development. It is important that we continue to build organizations with LGBTQ+ talent and cultures of support and inclusion not just in the US, but in exciting, nascent ecosystems globally. This will help to further expedite the growth that we’ve seen in Latin America and other emerging economies in recent years.”
Jordan Villarreal, Senior Research Associate, Preqin
“Preqin’s LGBTQ+ employee resource group strives to embody inclusion, both inside and outside the workplace. Inclusion is about making the workplace open for everyone to be who they are. It is something as simple as being able to talk about our families, partner, or have a family picture on our desk without fear. The resource group here has done our best to show that Preqin is supportive of its LGBTQ+ new hires/employees from team bonding to our company branding.
Out of our Chicago office, we have done a walking tour of the Lakeview neighborhood where LGTBQ+ employees pointed out important historic landmarks to the community that highlighted the ongoing struggle for equality and equal access to resources. Our groups have also taken team happy hours to the LGBTQ+ bars. In the workplace we feel branding plays an important role. This year Preqin unveiled a rainbow logo for Pride Month! It sends a clear message from leadership that says to employees you are wanted here and bring value to our firm.”
Loïc Rentiers, Managing Director, PineBridge Investments’ Private Funds Group
“In May 2021, we launched an employee-run LGBTQ+ & Allies Network (the “Pride Network”) intending to foster a culture of visibility and equal opportunity across the workplace. The Network is where we encourage all employees to share their experiences, and where we strive to raise awareness through open discussions.
I am particularly proud that, since its launch in 2021, the Pride Network has achieved a series of milestones. For Pride Month 2021, PineBridge raised $32,000 across its offices for various charities and non-profit organizations. The Pride Network likewise hosted an employee-led webcast exploring the importance of inclusive language. We also launched a speaker series where we explored the experiences of Asian LGBTQ+ individuals and Allies and another discussion on how we can support transgender, non-binary individuals, and their families. The dialogue featured panellists from the Human Rights Campaign, the UK-based charity Gendered Intelligence, and internal PineBridge employees. We also commemorated important dates in the LGBTQ+ calendar with educational resources and personal anecdotes posted on PineBridge’s internal social media network. Lastly, the Network has set up an intranet page with resources and support materials for LGBTQ+ and non-LGBTQ+ employees. This year, we are continuing with similar initiatives.”
Ben Cook, CEO, Colmore
“Our culture starts with being kind. Helping each other, listening, and considering each other are key tenets of being kind. Over the last 18 months, Colmore’s Diversity and Inclusion Group has worked hard to ensure all colleagues feel represented and supported at work. We’ve organized events, shared materials and put diversity at the heart of our organization.
To reinforce these ideas Colmore founded the DE&I Initiative program in 2020. Its mission is to put our values into action. Last year, the program invited some guest speakers from the Proud Baggies – an LGBTQ+ football team based in England. The team shared their experiences and facilitated a powerful discussion around representation and positivity among our staff.
Diversity, inclusion, representation, and understanding are at the heart of the Colmore culture, our people do the rest just by being themselves. We look forward to building on these programs with Preqin’s LGBTQ+ ERG in the future.”