Career development & internal mobility
Supporting the career development and mobility of underrepresented groups remains a top priority. In partnership with HR, we have introduced a firm-wide levelling structure to ensure transparency and parity across roles and job descriptions. This new structure, launching 1 January 2026, will introduce consistent titles (including Managing Director and Director) and a unified ten-point level system across all business areas.
Our Social Mobility committee also secured a new internal mobility policy, designed to encourage movement between departments, enhance diversity of experience within teams, and increase retention. This policy aims to maximise the success of new hires and provide all employees with greater opportunities for growth.
Fostering an inclusive culture
We are committed to promoting a safe and inclusive environment where differences are respected and celebrated. In the fall, our Ethnic Minority committee invited an external speaker for a US Black History month event and in London, a team lunch was arranged for colleagues to celebrate UK Black History month. We also marked key diversity and inclusion events, including International Women’s Day, Black History Month in the UK and US, Pride Month, Mental Health Awareness Week, Chinese New Year, and Diwali.
Our ongoing DEI training programme includes Unconscious Bias training for all new joiners, equipping our teams with practical strategies to foster inclusivity and build stronger, more collaborative teams.
Diversity, equity, and inclusion are central to how we operate and grow. From expanding diverse talent pipelines to fostering an inclusive culture and supporting career mobility, we are committed to embedding DEI at every level of the firm and ensuring it drives our long‑term success.
Accountability & external engagement
We continuously review and enhance our policies to ensure all employees are supported. The importance of DEI extends beyond our internal culture – investors increasingly recognise its role in business resilience and sustainable growth, as reflected in growing due diligence on our DEI strategy, performance metrics, and support for employees with parental or caretaker responsibilities.
Coller Capital is proud to be a founding signatory of ILPA’s Diversity in Action initiative, demonstrating our commitment to advancing DEI across the private capital industry. Our DEI Committee, comprising representatives from across the firm, plays a critical role in driving our strategy forward. The committee is overseen by Mandeep Plaha, Global DEI and Learning & Development Manager.
We remain dedicated to finding new ways to advance ESG at every level of our business, ensuring that diversity, equity, and inclusion are at the heart of our operations, talent management, and long-term success.
To further reinforce our commitment, Coller Capital is an annual sponsor of the Women in Fund Finance and over the years have sponsored, spoke at and attended the With Intelligence’s Women in Private Equity Summit and Women in Private Capital Summit.
In November 2025, our New York team attended the second Annual Career & Learning Forum which was run by the Women in Fund Finance. The event brought together women in the finance industry including junior and senior members of Coller’s New York team for career insights, market perspectives and growth strategies. There was also a dynamic panel discussion featuring Paige Brotherton on ‘Private Capital GP Insights: Navigating What’s Next for Each Asset Class.’