CVC, manager of the Vintage Altaroc Odyssey 2023, attaches the utmost importance to diversity of thought and experience, not only because diversity rhymes with higher return on investment, but also because it is synonymous with favorable working conditions.
CVC strives to promote a rewarding and inclusive work environment that values the contributions, skills, opinions and talents of each and every one of our employees. Our goal is for everyone to realize their full potential while working at CVC.
The commitment of CVC
Founded in 2016, CVC 's Diversity, Equity & Inclusion Committee is made up of members of the management team and employees from across our global network. A driver of change for CVC, this Committee enables them to better attract talent in all its diversity, foster their career development and build loyalty.
Its commitment to diversity, equal opportunity and inclusion applies equally to its portfolio companies and to the industry as a whole. With a global network of 25 offices, CVC strives through its teams to make its mark on the companies in which it operates.
"At CVC, we want our stakeholders to associate our name with the principles of diversity, equity and inclusion, and hope that these values become self-evident to everyone who joins us. We are a company that embraces difference, promotes equal opportunity and fosters career development for our employees", explains Merary Soto-Saunders, Director of Diversity, Equity & Inclusion at CVC worldwide.
The manager's approach is based on four main principles:
- Attracting talent
CVC works in partnership with recruitment agencies and various organizations, including Sponsors for Educational Opportunity, 10,000 Black Interns and OutInvestors, to find the best candidates from a wide range of backgrounds and sectors. The selection process focuses on the candidates' abilities, not their address books. CVC assumes that those who join its investment teams have the potential to become Partners.
- Encouraging career development
CVC invests the necessary time in tailor-made training to support its employees in their career development and improve their performance in the areas of their choice. Whether it's developing their technical skills, offering job-qualification training, or coaching and mentoring, the management company ensures that its employees have everything they need to succeed in life. Its Women's Network supports initiatives such as networking events, mentoring programs, recruitment events and external partnerships.
- Career follow-up
As a signatory to the Institutional Limited Partners Association (ILPA), CVC regularly monitors and assesses its performance against industry benchmarks and other organizations on various aspects of diversity, such as race and gender. These assessments help them to stay on track, and ensure progress towards their objectives. Its DEI program is regularly reviewed by the Board of Directors, who assess a full range of key performance indicators relating to mobility, career development and our new recruits pool. Once again, these assessments help them to stay on course, and ensure that they make progress towards their objectives.
- Retaining talent
"In addition to an exciting career, we take care to offer our employees a whole range of attractive benefits in kind. The tools we have put in place to retain our employees set us apart from our competitors, whether in terms of family benefits, family planning or parental leave. In particular, we offer six months' paid leave for people who have just had a child; employees on parental leave remain eligible for annual bonus payments; we offer coaching to employees before and after parental leave, and support employees who have to provide emergency care to their loved ones, whether children, adults or the elderly. CVC has one of the highest employee retention rates in our sector, which is a source of pride for us," points out the Managing Director.
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