Investcorp, a global provider and manager of alternative investment products, has appointed Jordana Semaan, Head of HR Gulf and Asia into a newly established role as Diversity & Inclusion (D&I) Champion, reporting directly to the Executive Chairman, Mohammed Alardhi. The firm has also announced a series of initiatives to enhance its D&I global practices.
Mohammed Alardhi, Executive Chairman of Investcorp, says: “At Investcorp, we believe that having a diverse mix of skills, perspectives, backgrounds and expertise are key drivers of our success, which is why they are embedded into our daily operations. We are committed to fostering a diverse and inclusive work environment, which not only makes us better investors but also reinforces our unique culture and talent as key competitive advantages. To us, diversity & inclusion is a journey and we are focused on strengthening our practices across all levels of our organisation.”
Semaan says: “I am honoured to take on this important role, as we continue to advance on our global growth journey. D&I is today an integral component of any viable corporate strategy, not only on the basis of value but it also has a long-term impact. I look forward to working with our team at Investcorp to advance our D&I initiatives further and to continue fostering an inclusive culture across the Firm.”
As part of its D&I Strategy, Investcorp has partnered with various organisations across the globe as to further enhance its commitments. These include the GCC chapter of the 30% Club, CEO Action for Diversity & Inclusion™ (CEO Action), Level 20, and 100 Women in Finance.
Today, Investcorp has more than 43 nationalities represented among its approximate 460 global employees. Women comprise over 30 per cent of Investcorp’s global workforce and the firm is actively looking to increase diversity across all levels of the organisation. Investcorp has implemented new talent acquisition, retention and engagement policies including mandatory unconscious bias and D&I training for all Investcorp employees; requiring all open positions to shortlist at least 50 per cent candidates from diverse backgrounds; establishing affinity groups and enhancing parental leave policies, among other actions.
