The ACG New York Diversity, Equity and Inclusion (DEI) Committee serves as the center of influence across the NY Middle Market M&A community by creating greater awareness of the benefits of DEI and spearheading programming, networking opportunities, mentorship of underrepresented groups, and diverse membership recruitment efforts.
ACG New York's membership fully reflects the diversity of NYC and all members have an equal voice and influence on the M&A community and its activity. ACG New York views diversity as an asset that enriches the bottom lines and lives of everyone involved.
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Diversity Equity & Inclusion News & Articles
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In anticipation of Native American Month (November), we would love to celebrate our members from the community and their organizations. Contact us to submit your information.
Institutional investors and private equity firms can implement some basic but crucial best practices to measure progress on diversity, equity, and inclusion.
McKinsey and Company, along with the Institutional Limited Partners Association (ILPA), a trade association focused on serving Institutional Investors, were able to benchmark the industry’s performance on DEI data collection.
New research captures regional differences in the state of diversity in private equity and discusses the role of institutional investors as a catalyst for change. diversity metrics Institutional Investors and PE firms on.
A new report by McKinsey & Company builds on prior research on diversity in the workplace to explore diversity in the global private markets industry, with a focus on private equity (PE) firms and institutional investors (IIs).
Now is your chance to read recommended books by Diversity Economics Institute
The mission of Diversity Economics Institute is to build the economic case for diversity and inclusion in the workplace, underpinned by evidence-based research and feedback from people on the front lines. We seek to become a trusted, credible, and objective voice in the industry — and we will be committed to bridging the gap between D&I strategy, execution and real-life experience.
BUYOUT BARONS NEED TO KEEP DIVERSITY IN THE SPREADSHEET
Private equity can’t afford to give up on recruiting from a broader talent pool or baking diversity into performance metrics.
"Can the private equity industry’s diversity drive survive a market downturn? Non-financial initiatives that started in boom times can be vulnerable when economic conditions turn for the worse. This is one effort that needs to persist."
OVERCOMING INEQUITY IN HIRING
“Is the new-found diversity only skin deep?” - Taking a deeper look...
"Over the past few years or so, “diversity” has received consistent attention because of increased national awareness of issues broadly related to hiring practices, the criminal justice system, and economic equity. Systemic inequities have been a matter of public debate, discourse, and contention. In response, a number of organizations have initiated measures to increase their enrollment of visually diverse leaders, notably women, black and brown movers and shakers. However, as the year draws to a close, many of these same organizations are doing retroactive analyses of their progress. They are now confronted with a haunting question, “Is the new-found diversity only skin deep?”
KEYS TO DIVERSIFYING YOUR WORKPLACE
In a new report, TalentRISE offers six approaches to bringing diversity to your company’s C-suite.
"Employment branding, leveraging public relations, and embracing diverse thoughts and experiences into hiring strategies are among the suggestions that can change your organization for the better."
ARKVIEW CAPITAL: FILLING THE CAPITAL VACUUM TO SCALE DIVERSE BUSINESSES
Learn how ACG member, Arkview Capital, completed its first investment and took its first step toward its long-term objective of helping diversity-oriented businesses gain access to capital.
WHY BELONGING IS KEY TO BUILDING THE NEW WORFORCE
Learn how by making belonging a priority, companies can boost employee retention and performance.
"Businesses are spending more money on diversity, equity, and inclusion (DEI) initiatives than ever before. By one estimate, the global market for DEI reached $7.5 billion in 2020, and it is expected to more than double by 2026. But such financial commitments have been followed by a slew of reports questioning the results of all that spending — including ones that say such programs have 'largely failed' and often 'implode.' "
MARYLAND INNO - COMMITING TO DEI: 7 STAGES TO DELIVERING HIGER PERFORMANCE
Diverse, equitable and inclusive workplaces demonstrate a real commitment to understanding where the problems lie and creating new ways of working so that a truly diverse community can thrive.
"Studies have found that companies with a commitment to diversity, equity and inclusion (DEI) across the enterprise are more successful than those without. Why is there still a question regarding the value of DEI? If the goal of business is to perform, i.e., generate more revenue, raise share price, have a greater profit than last year, then having a commitment to diversity should no longer be an option. It should be as much an imperative as a strong balance sheet or growing EBITDA."
THE NEW DECADE CALLS FOR GREATER FIRM DIVERSITY
Want to attract the best talent, draw investors and yield greater returns? Diversity can help you achieve those goals.
Although gender diversity has come into focus within private equity over the last decade, female investment professionals continue to make up only a small share of the industry’s workforce. The stats are even worse when it comes to women-owned emerging managers.
CREATING AN INCLUSIVE FIRM CULTURE
Building and retaining a diverse team takes leadership prioritization, time and tenacity. Here’s how to get started.
As I wrote in “The New Decade Calls for Greater Firm Diversity,” private equity firms that have created an inclusive culture consider it a strength and competitive advantage. Few middle-market firms are too small to embark on and benefit from a diversified team. In speaking to one lower middle-market managing partner, I learned his firm has achieved age, gender and ethnic diversity across its four investment professionals and has benefited from what he described as “the different perspectives that the diversity provides.”
ACG'S GROWTH TV DISCUSSES DE&I
Nearly two years after the death of George Floyd, business leaders continue to drive progress within their spheres of influence, with diversity, equity and inclusion initiatives. Three such leaders join GrowthTV to discuss corporate finance’s pursuit of DE&I initiatives within the workplace.