Diverse in approach

At EQT, Inclusion & Diversity doesn’t stop at our policies and hiring process, it threads through our core values, through our culture and into our portfolio companies. To drive optimal growth and be the best investor for our portfolio companies and wider network, EQT needs to be diverse in approach, and truly representative.

Diversity and Inclusion

As part of the Financial Service industry, EQT has a responsibility to help the industry to thrive, challenge homogenous teams and level the playing field for all. Our strategic approach starts at the top of the organization, making it a board driven priority and the engagement doesn’t stop at our own door. In 2019, EQT committed to requesting that all service provider teams working with EQT comprise at least 25% females.

We strive to find high performing talent that goes beyond an academic resume and repetitive talent pools. The goal is always to find entrepreneurial talent and team members with different backgrounds, perspectives and approaches to bring a wealth of diverse thought, and to challenge the status quo.

At EQT we build on our inclusive culture, ensuring equality at every step of an EQTarian’s career.

At EQT, we focus on ensuring our team members know they belong. We know our teams are at their best when they can be themselves and bring their whole selves to work and EQT is committed to providing the space and tools for everyone to do that.

How do we do it?

-Through values & culture
-Thorough recruitment
-Robust learning, performance and development programmes
-Champions & networks
-Challenge headhunters to present shortlist with equal gender split
-Global leadership training 
-Working with respect and feedback training
-Level 20 sponsors
-Committed to request that at least 25% females on service provider teams working with EQT

We know balancing parenting and career is as important as it is challenging to many employees. EQT has decided to offer extensive support to facilitate life for parents with young children. Below are our main initiatives:

- 26 weeks parental pay, including 100% of base salary and target bonus
- All employees with children under the age of five receive an identical annual financial contribution to spend on services that facilitate everyday life
- Internal and external mentors coach and support pre/during/post leave period
- Digital tools to help managers and employees plan the leave and reentry in a smooth way

Women's International Network

The Women’s International Network at EQT (“EQT WIN”) is an internal organization aimed at increasing gender diversity across all levels and functions at EQT as well as boosting retention and performance of women at EQT. EQT strongly believes that by increasing its team’s diversity, better returns can be generated for investors. The WIN program includes a mutual mentorship program, skillbuilding events, networking events and regular workshops together with senior sponsors aimed at positively influencing EQT and the financial industry in general.

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Recruitment process

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Recruitment process

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