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Founded
Creandum Invested
CEO
Creandum Lead

Last updated: February 2022

Diversity, Equality & Inclusion Policy

Repeat after us:
Diverse
Businesses
Perform
Better.

At Creandum we believe in equality. We believe in equal rights and opportunities for all people regardless of social identity such as gender, race, ethnic origin, nationality, and sexual orientation. Creandum is an equal partnership and we believe all people shall be paid equal pay for equal work. Investment advice, internal advancements, and opportunities are awarded to anyone solely based on merits such as competence, relevant experience, and performance.

We do not tolerate discrimination against anyone based on non-work-related personal characteristics.

We consider diversity, equality and inclusion (“DE&I”) business critical, not a compliance necessity and we believe by embracing DE&I we will build a better and more successful franchise. Hence, everyone at Creandum is responsible for DE&I and is committed to:

Anyone who believes that they or another individual has been subjected to conduct which is not aligned with this policy should report this to Creandum’s ombudsman or the person’s mentor. Any such allegations shall be taken seriously and all reported incidents will be investigated in an effort to keep the source of the report confidential.


Our Initiatives

In addition to the above policy on overall equality and inclusion, Creandum is currently focusing our DE&I efforts on selected actions that target specifically the representation of gender and ethnic origin. These DE&I initiatives span across our own Creandum organization, the fund’s portfolio and investment activities, and finally, the broader entrepreneurial ecosystem considering the influence Creandum has in the market.

We recognize gender is not only men vs women, but for the purpose of these DE&I initiatives we are focusing specifically on female representation in tech. We also recognize ethnicity must not be tracked in some jurisdictions, which means measuring and reporting on it will not be possible. However, we still believe in making it explicit here in order to force us out of biases and put in the extra focus on finding talent from underrepresented ethnicities.

The Creandum Organization

In all hiring processes at Creandum, we commit to building a candidate pipeline which at the final round should include at least 50% of candidates who are of underrepresented gender or ethnic origin.

Creandum is a meritocracy and any hiring decisions are based on such. We never hire anyone because of diversity traits but solely based on their experience, skills, and attitude.

All mentors are committed to inclusive leadership which means:

We measure inclusion across gender and ethnic origin twice per year.

Creandum employees are encouraged to combine parenthood and work and the firm understands and supports the practical implications of this with for example flexible work hours. We also believe parenthood should be distributed equally regardless of gender, and hence gives everyone across all our offices up to 9 months of 100% paid parental leave regardless of local state-funded leave.

At least every 2nd year conduct unconscious bias training across the entire team.

When the firm acquires services, such as for example legal, banking, or recruiting, we ask such providers to staff our project with diverse team members across gender and/or ethnic origins.

Creandum’s Investment Advisory Activities

In our internal documentation for every investment recommendation, we include a dedicated section on the topic of what the company is doing and they’re thinking about DE&I.

In our term sheet, we have a specific clause stating the company’s commitment to DE&I as well as broader ESG.

When the fund is leading a round, we do our utmost to involve and invite angel investors of diverse backgrounds.

Proactively support and help portfolio companies improve their DE&I with practical tools and best practices.

For any follow on investment recommendation, the company must prove progress and actions related to DE&I.

Once a year we survey the entire portfolio on gender diversity across their team and externally publish the results.

Once a year we measure gender distribution in the top end of the deal flow funnel.

Entrepreneurial Ecosystem Development

Our Targets

These targets were set in Q4 2021 with the purpose of driving our DE&I efforts forward in a tangible and measurable way, and to force us out of our conscious and unconscious biases.

Creandum is a meritocracy and any investment by the fund will be based on such. The fund never invests in any team because of diversity traits, and any investment is only done based on fundamental early-stage conviction of the company.