17 17Capital recognises the importance of a diverse workforce and inclusive work environment to drive superior outcomes for a business. We assess and monitor DEI at our managers with two lenses: what managers are doing in their own organisation to recruit diverse talent into the private equity industry and how managers are promoting and engaging on diversity with portfolio companies. Underlying manager ESG questionnaire insights: Social A FOCUS ON RECRUITING AND ENGAGING DIVERSE TALENT Our recruitment process is designed to ensure we attract and uncover the best talent. We source talent both directly and through a small number of third parties, to reach high-quality candidates outside our traditional networks. We also request diverse candidate shortlists from our recruitment partners, designing interviews and job-sample tests to assist with the removal of unconscious bias. This has helped, for example, to recruit deal team members from non-traditional pools, such as large corporates. Kim Woehl, Head of Sustainability, Montagu Managers engaging with underlying portfolio companies on DEI 15% Examples of these efforts include: • Addressing DEI at Board level • Establishing DEI guides and resources for portfolio companies • Sharing DEI best practices across portfolio companies • Reviewing gender pay gap data • Specialised human capital and/or DEI operating partners Managers that engage in recruitment efforts to hire diverse candidates 15% Examples of these efforts include: • Requesting diverse candidate CVs from recruiters • Employing techniques to remove unconscious bias from the hiring process • Internship programmes for underrepresented groups • Setting diversity targets • Establishing DEI Committees 85% 85%