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Diversity & Inclusion

Diversity, Equity & Inclusion

Talent, Leadership and Long-Term Performance

At Fader Invest, we view human capital as a core driver of investment performance and organizational strength. Our ability to originate opportunities, assess risk, execute effectively, and build enduring value depends on attracting, developing, and retaining high-caliber professionals across the firm.

Diversity, equity, and inclusion are considered within the broader framework of talent management, leadership development, and organizational resilience. Varied professional backgrounds, perspectives, and experiences can enhance judgment, strengthen collaboration, and support disciplined decision-making across investment and operational activities.

Our approach is grounded in meritocracy, accountability, and high professional standards. Advancement is based on performance, contribution, and leadership capability, supported by a culture that values consistency, professionalism, and long-term development.

Talent and Leadership

Why It Matters

Strong investment platforms are built on strong teams. The quality, diversity, and stability of talent can influence how effectively opportunities are evaluated, risks are managed, and strategies are executed.

A well-managed and inclusive workforce can contribute to:

  • Broader perspectives in investment discussions
  • Stronger analytical challenge and decision discipline
  • More effective collaboration across teams and functions
  • Enhanced talent attraction and long-term retention
  • Deeper leadership pipeline and succession readiness
  • Stronger governance culture and oversight
  • Greater adaptability in changing market conditions

These factors can support more consistent execution and improved long-term outcomes across the platform.

Representation Snapshot

We maintain a focus on measurable representation across the organization as part of building a balanced and future-ready workforce.

Diverse Talent Representation

38%

of employees are ethnically diverse

41%

of new hires, reflecting access to a broad talent pool

44%

of associate-level professionals, supporting the next generation of leadership

Women Across the Firm

29%

of total employees, across investment, risk, operations, and support functions

14%

of new hires, supporting continued pipeline development

21%

of associate-level professionals, strengthening early and mid-career representation

18%

of senior employees, contributing leadership continuity and institutional experience

40%

of the Board of Directors is diverse, contributing to broader perspectives in fiduciary oversight, strategic direction, and risk supervision

Our Priorities

Attracting Talent

We seek to attract high-performing professionals from a wide range of backgrounds, disciplines, and experiences. Our recruitment approach is centered on merit, judgment, and long-term potential.

We recognize that talent can emerge through different pathways and aim to maintain a broad and competitive talent pipeline aligned with the firm’s growth.

Developing Leaders

We invest in the long-term development of our people through mentorship, structured training, and on-the-job experience. Leadership capability is built progressively, supported by exposure to decision-making, responsibility, and cross-functional collaboration. Developing internal talent strengthens continuity, institutional knowledge, and execution quality.

Creating Opportunity

Career progression is supported through consistent and transparent processes across evaluation, compensation, and advancement. Performance, contribution, and readiness for increased responsibility are central to progression decisions. We aim to ensure that individuals have access to opportunities that align with their capabilities and development trajectory.

Strengthening Culture

We maintain a workplace defined by professionalism, respect, accountability, and collaboration. Employees are encouraged to contribute ideas, challenge assumptions constructively, and work effectively across teams. A strong culture supports both performance and retention, reinforcing the firm’s ability to operate consistently across market cycles.

Leadership & Succession
A durable organization requires depth in leadership and clarity in succession planning. We focus on developing internal capability, retaining high-performing individuals, and preparing future leaders for expanded responsibilities. Balanced representation across leadership levels can strengthen continuity, broaden perspectives, and support effective governance. Succession planning is considered as part of long-term organizational development, helping ensure stability and preparedness as the firm evolves.

Governance Oversight

DEI considerations are supported at the leadership level and are integrated into broader talent management and organizational planning.

Senior leadership and managers are responsible for:

  • Maintaining high professional standards
  • Supporting talent development and progression
  • Building effective and balanced teams
  • Encouraging constructive engagement and accountability

This alignment helps ensure that DEI remains embedded within how the firm operates rather than treated as a standalone initiative.

Workforce Sustainability

Long-term performance is supported by an engaged, stable, and high-performing workforce. We maintain policies and practices designed to support retention, productivity, and professional longevity.

This may include:

  • Flexible working arrangements where appropriate
  • Ongoing professional development
  • Health and wellness support
  • Clear performance expectations and feedback
  • Constructive manager engagement

A sustainable workforce supports continuity, execution quality, and long-term organizational resilience.

Long-Term Commitment

As Fader Invest continues to grow, we intend to further strengthen our people practices, leadership pipeline, and organizational culture in a measured and disciplined manner.

Our objective is to remain a firm where talent is developed on merit, leadership is earned through performance, and strong teams contribute to consistent execution and enduring results.

Our approach to diversity, equity, and inclusion remains practical, measurable, and aligned with long-term performance.

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