Oakley Capital, a leading private equity firm with over 200 employees across six European countries, recognized the need for a more data-driven approach to diversity, equity, and inclusion (DEI). By partnering with Diversio, Oakley has been able to create a workplace that fosters transparency, inclusivity, and high performance while aligning with investor expectations.
The challenge
As Oakley Capital rapidly expanded, several people and culture challenges emerged, requiring a strategic approach:
- A shifting legal and regulatory landscape in private capital
- The rise of AI in financial services and its impact on workforce dynamics
- Variability in managerial skill levels affecting employee experience
- Growing skepticism around DEI, necessitating a data-backed approach
Zoe Lockwood, Chief People Officer at Oakley Capital, emphasized the urgency of addressing these challenges, stating:
“People and culture are critical to business success, and we needed to ensure leadership saw the value in investing in them.”
Why Oakley Capital chose Diversio
Oakley Capital sought a strategic DEI partner that could go beyond data collection to provide actionable insights. Diversio stood out for its:
- Data-driven approach: “What gets measured gets done”
- Investor alignment: Ensuring DEI data met Limited Partner (LP) expectations
- Strategic guidance: Support beyond metrics to shape long-term culture
- Independent validation: Enhancing credibility and trust across the firm
Key initiatives & results
Within the first year of working together, Oakley Capital and Diversio launched key initiatives to drive meaningful progress. One of their priorities was to increase transparency, establishing clear DEI benchmarks and goals to track improvements. They also worked to ensure consistency, creating a more inclusive and equitable experience for underrepresented employees. Additionally, the partnership fostered open dialogue, encouraging discussions around background, access, and success in private capital, shaping broader industry conversations on inclusivity.
Lessons learned & advice for HR leaders
Oakley’s experience with Diversio highlighted several key takeaways for HR leaders aiming to advance DEI in their organizations:
- First, it is essential to commit for the long haul, recognizing that DEI progress is gradual but measurable.
- Securing leadership buy-in is also critical, as executive support is necessary to drive meaningful and lasting change.
- Lastly, organizations must be willing to trust the data, acknowledging that while investing in DEI can feel like a leap of faith, data-driven strategies lead to tangible results.
Reflecting on the partnership, Zoe Lockwood shared:
“Diversio made the process straightforward, providing both the data and the strategic insights we needed.”
The ongoing impact
By integrating DEI data into their decision-making process, Oakley Capital and Diversio successfully created a structured, transparent, and sustainable approach to diversity, equity, and inclusion; setting a precedent for the private capital industry.
With Diversio’s analytics and consulting support, Oakley Capital has:
- Increased employee trust and engagement across the organization.
- Integrated DEI into its broader People & Culture strategy for long-term impact.
- Established a sustainable framework for lasting cultural transformation.
“This partnership has been instrumental in shaping our People & Culture strategy for the future—and we’re just getting started.” – Zoe Lockwood
Learn more from Oakley Capital’s journey. Watch our exclusive webinar with Zoe Lockwood on People & Culture Transformation in Private Equity. Watch now.
