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Advancing Gender Equity 
in Private Markets

EVENT HOSTED AT

About

Gathering Momentum

While diversity and inclusion continue to garner attention, recent data shows little tangible change in senior representation for women in finance. It’s time to take responsibility as individuals, organizations, and an industry.

 

This 1-day educational program combines programmatic learning and extensive industry research to bring actionable solutions to senior leaders in the private markets.

UPCOMING INTENSIVE

May 2, 2024
8:30AM

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GEC By the Numbers

15

Participating Firms

50/50

Participant Gender Split

$870M-$142B

AUM Range

Services

Changing Culture from Within

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AWARENESS

Deepening the conversation and engaging with the systemic issues at the root of inequality in finance

ACTION

Learning tools and best practices that have succeeded in yielding measurable positive impact

ACCOUNTABILITY

Committing to ourselves and each other to measurably champion inclusive values, behaviors, and culture

Who Should Attend?

  • Senior leaders who have the passion and authority to effectuate change

  • Individuals willing to participate in highly interactive sessions

  • Professionals who can take responsibility for implementing change in their firm and reporting progress metrics to the Consortium

  • Program requirement: Gender-balanced participation by firm

Membership Benefits

  • 1-day program & networking event the evening before

  • Post-program engagement option to participate in individual and group follow-up sessions

  • Certificate of completion issued by Tuck School of Business

  • Access to GEC research and data and participant-based case studies & best practices

  • Inclusion in press release on firms committed to changing gender equity

  • Use of GEC logo on your firm’s website and marketing materials

COST
$9,500 | 2 participants

$14,500 | 4 participants

Testimonials

TESTIMONIALS

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“The GEC program was well curated, organized and challenged our views on gender diversity. It was great to collaborate with peer firms and have the guidance of Dr. Punam Keller. I love the accountability to delivery and action!”

Merary Soto-Saunders
Global Head of DEI, CVC Capital Partners 

PAST PARTICIPANTS

  • 7:45 – 8:30 | Breakfast
    Optional light breakfast & networking
  • 8:30 – 9:00 | Welcome, Program Overview | Dr. Punam Keller
    In this introductory session, we will share firm-wide and individual challenges and solutions from the Tuck Study on Gender Equity in the private markets. Morning sessions will focus on firm dynamics. Afternoon sessions will focus on gender bias in group and individual decision-making. LEARNING OBJECTIVES • Gender equity challenges and solutions vary by firm AUM • Compare your current gender equity initiatives with recommendations from the Tuck Study.
  • 9:00 – 10:15 | Framework for Strategic Alignment | Dr. Adam Kleinbaum 
    In this session, we will discuss the business case for enhancing gender equity in the private capital markets. When organizational elements are well-aligned and mutually reinforcing in service of the organization’s strategy, strong organizational performance ensues, but such alignment also creates inertia, making change challenging. Meaningfully embedding gender equity into your organization requires consideration of – and may require concerted changes to – disparate organizational elements.
  • 10:15 – 11:30 | Tuck Study on Gender Equity in the Private Capital Markets | Dr. Punam Keller
    In this session, we will share the key findings from the Tuck Study on Gender Equity in the private capital markets. We will discuss the data from hundreds of male and female investment professionals from firms with a wide range of AUM (<$15M to >$20B). The Tuck Study identifies the most common gender equity challenges along with the most popular gender equity opportunities in the private capital markets. The findings from the Tuck Study reveal the most impactful gender equity initiatives for firms of different sizes. LEARNING OBJECTIVES • Establish a framework for making organizational change and explore how it can be applied to an asset manager • Understand how leaders can proactively shape policies and structures in their organizations to enhance gender equity.
  • 11:30 – 11:45 | Break
    Break
  • 11:45 – 12:30 | Panel Discussion on GEC Initiatives
    Past GEC participants will discuss their experience implementing gender equity initiatives within their organizations, including the challenges they faced, success they experienced, and how their gender equity program is evolving because of their ongoing participation in the GEC. Panelists: Graham Hearns, Managing Director and Chief of Staff for The Riverside Company Jamie Toothman, Partner, General Counsel, COO & COO for Harvest Partners Sushene Swenson, Director of Operations for Trilantic North America
  • 12:30 – 1:30 | Lunch
    Lunch & networking
  • 1:30 – 2:45 | Gender Dynamics at Work | Dr. Adam Kleinbaum
    When our beliefs, expectations, and reactions to a person reflect patterns elicited by gender rather than something specific to the individual and his/her situation, the interpersonal interaction is informed by gender dynamics. When gender dynamics emerge, people typically think they are just reacting to the person; they don’t realize that gender – their own gender and the gender of those around them – informs their reaction, and that’s where knowing the research can help. This session will explore strategies to combat the negative impacts of gender dynamics. LEARNING OBJECTIVES • Understand key research findings on gender dynamics at work • Explore best practices to address the negative impacts of gender stereotypes.
  • 2:45 – 4:00 | Decision Traps | Dr. Punam Keller
    In this session, we examine a number of well-documented psychological traps (e.g., overconfidence) that undermine business decisions. In addition to reviewing the causes and manifestations of these traps, we offer some specific ways you can guard against them in the decision process (framing the problem, gathering information, reaching conclusions, and learning from feedback) to ensure that the decisions you make are sound and inclusive. LEARNING OBJECTIVES • Become aware of common decision traps • Discover the reasons and solutions for each decision trap.
  • 4:00 – 4:15 | Break
    Break
  • 4:15 – 5:30 | Participant Commitments
    Participants will discuss takeaways from the day and brainstorm initiatives to bring back to their firms. Each firm will present their initiatives to the group and provide context as to why those initiatives were selected.
  • 5:30 – 6:00 | Certifications and Closing Remarks | Dr. Punam Keller
    Participants receive their GEC Certifications. Dr. Punam Keller gives closing remarks.

PRESENTED BY

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Faculty

We have curated a best-in-class group of academic and industry leaders, each committed to fostering inclusivity in finance by contributing their expertise, influence, and authenticity. Participants will roll up their sleeves and engage with our highly interactive, skill-building curriculum.

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DR. PUNAM KELLER  
Faculty Director at Tuck School of Business, GEC and Center for Business, Government, and Society, Charles Henry Jones Professor

Punam Keller is the Charles Henry Jones Professor of Marketing at the Tuck School of Business at Dartmouth, and an expert on behavior change with a focus on persuasion and decision traps. An award-winning researcher with extensive consulting experience, she has researched gender-related decision-traps (e.g., Gender and Risk: The Emotional Fluctuation Effect), and has consulted with several PE firms to develop and implement gender equity action plans. 
Learn more about Punam

Tuck Program on Gender Equity
 

DR. ADAM M. KLEINBAUM
Professor at Tuck School of Business

Adam Kleinbaum, Professor, Tuck School of Business at Dartmouth, is an expert on how firms change with a focus on organizational consequences of social network structure. An award-winning teacher and researcher, he has several co-authored research projects on gender equity in firms including: 1) License to Broker: How Mobility Eliminates Gender Gaps in Network Advantage, 2) Scouting and Schmoozing: A Gender Difference in Networking During Job Search, and 3) Discretion Within Constraint: Homophily and Structure in a Formal Organization.

Learn more about Adam

Contact

EVENT HOSTED AT

1285 Avenue of the Americas

Floor 30

New York, NY 10019-6064

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DESIGNING
CHANGE
FROM WITHIN

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