GITNUXREPORT 2025

Diversity, Equity, And Inclusion In The Private Equity Industry Statistics

Private equity needs stronger DEI efforts to improve performance and representation.

Jannik Linder

Co-Founder of Gitnux, specialized in content and tech since 2016.

First published: April 29, 2025

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Statistic 1

Only 4% of private equity partners are women

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Black professionals represent less than 3% of the private equity workforce

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Women hold approximately 12% of investment roles in private equity

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The percentage of women in leadership roles in private equity firms has increased by only 2% over the past five years

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60% of private equity firms cite lack of diverse candidate pools as a barrier to DEI progress

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The median age of private equity professionals is 45, with under 7% being under age 30, affecting diversity efforts

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Only 6% of private equity firms publicly disclose workforce diversity data

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The representation of women on private equity boards is approximately 14%, much lower than their proportion in the workforce overall

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The percentage of minority general partners in private equity remains below 4%

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Asian professionals represent only 4% of the private equity workforce

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The average investment team in private equity is composed of 70% men, 30% women

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Female senior executives in private equity are paid approximately 25% less than their male counterparts

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Fewer than 20% of investment professionals in private equity are from underrepresented racial or ethnic groups

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Only 16% of private equity deal teams include women in senior decision-making roles

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The representation of LGBTQ+ professionals in private equity is below 2%

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The percentage of underrepresented minority partners in private equity is approximately 3%

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Gender diversity in private equity portfolios is 30% lower than in public markets

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Companies with diverse investment teams tend to outperform less diverse teams by 35%

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Minority-owned firms received only 3% of PE funding in 2022

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Private equity firms with higher diversity ratings have been shown to achieve 25% higher returns

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Women are 3 times more likely to leave private equity roles than men due to lack of advancement opportunities

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Private equity firms that have diverse investment teams outperform their peers by up to 30%

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Mentorship programs aimed at underrepresented groups in private equity have increased by 50% over the past three years

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Private equity firms with diverse leadership teams have been found to have 15% higher fundraising success

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Initiatives to improve gender diversity in private equity have increased by 60% in the last five years

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55% of private equity professionals are considering leaving their current firm due to lack of DEI progress

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Investment firms with strong DEI practices are 30% more likely to attract top talent

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In a survey, 42% of private equity professionals expressed that DEI initiatives are undervalued or overlooked

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Firms actively working on DEI see a 20% reduction in employee turnover

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Only 22% of private equity professionals think their firms are making sufficient progress on DEI

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Because of DEI efforts, some firms report a 40% increase in applicant diversity

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68% of private equity firms believe that improving DEI will lead to better decision making

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Over 50% of private equity professionals believe that increasing DEI will lead to higher innovation

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Private equity firms with established DEI strategies report 50% faster progress on diversity metrics

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65% of private equity investors agree that DEI positively impacts firm culture

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Approximately 65% of private equity LPs now require or prefer DEI commitments from fund managers

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80% of private equity LPs view DEI as a critical factor in fund selection

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80% of private equity LPs consider diversity and inclusion a key factor in their investment decisions

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Private equity firms that publicly report DEI metrics tend to attract 10% more LP commitments

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70% of private equity firms believe diversity enhances their reputation and brand value

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Less than 10% of private equity firms have a formal DEI strategy

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78% of private equity firms report they are not actively measuring DEI outcomes

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15% of private equity firms have implemented formal DEI training programs for staff

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50% of private equity firms have set specific DEI targets for 2025

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35% of private equity firms have implemented flexible work policies to increase DEI

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Only 9% of private equity firms conduct annual DEI impact assessments

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44% of private equity firms have reported an increase in DEI initiatives following investor pressure

Statistic 48

Approximately 70% of private equity firms say they will increase DEI-related budgets in the next year

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55% of private equity firms recognize that their current DEI efforts are insufficient and plan to scale up initiatives

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Approximately 45% of private equity firms provide DEI training to all employees

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38% of private equity firms now have dedicated DEI committees

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25% of private equity firms report that DEI is part of their core investment thesis

Statistic 53

60% of private equity firms say they will implement more inclusive policies in recruitment and retention within the next year

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Key Highlights

Only 4% of private equity partners are women
Less than 10% of private equity firms have a formal DEI strategy
Gender diversity in private equity portfolios is 30% lower than in public markets
Black professionals represent less than 3% of the private equity workforce
78% of private equity firms report they are not actively measuring DEI outcomes
Women hold approximately 12% of investment roles in private equity
Companies with diverse investment teams tend to outperform less diverse teams by 35%
Minority-owned firms received only 3% of PE funding in 2022
The percentage of women in leadership roles in private equity firms has increased by only 2% over the past five years
60% of private equity firms cite lack of diverse candidate pools as a barrier to DEI progress
The median age of private equity professionals is 45, with under 7% being under age 30, affecting diversity efforts
15% of private equity firms have implemented formal DEI training programs for staff
Approximately 65% of private equity LPs now require or prefer DEI commitments from fund managers

Despite growing awareness, private equity remains one of the most underrepresented industries for women and minorities, with only 4% of partners being women and minority representation lagging far behind public markets, highlighting urgent challenges and opportunities for meaningful diversity, equity, and inclusion progress.

Demographic Composition of the Private Equity Workforce

Only 4% of private equity partners are women
Black professionals represent less than 3% of the private equity workforce
Women hold approximately 12% of investment roles in private equity
The percentage of women in leadership roles in private equity firms has increased by only 2% over the past five years
60% of private equity firms cite lack of diverse candidate pools as a barrier to DEI progress
The median age of private equity professionals is 45, with under 7% being under age 30, affecting diversity efforts
Only 6% of private equity firms publicly disclose workforce diversity data
The representation of women on private equity boards is approximately 14%, much lower than their proportion in the workforce overall
The percentage of minority general partners in private equity remains below 4%
Asian professionals represent only 4% of the private equity workforce
The average investment team in private equity is composed of 70% men, 30% women
Female senior executives in private equity are paid approximately 25% less than their male counterparts
Fewer than 20% of investment professionals in private equity are from underrepresented racial or ethnic groups
Only 16% of private equity deal teams include women in senior decision-making roles
The representation of LGBTQ+ professionals in private equity is below 2%
The percentage of underrepresented minority partners in private equity is approximately 3%

Demographic Composition of the Private Equity Workforce Interpretation

Despite concerted calls for diversity, private equity remains a nearly exclusive club with only 4% women, under 3% Black professionals, and a median age of 45, revealing that its needle-moving DEI efforts are still stuck in first gear—hampered by limited candidate pools, opaque data, and a stubbornly homogenous leadership bench.

Diversity and Gender Representation

Gender diversity in private equity portfolios is 30% lower than in public markets
Companies with diverse investment teams tend to outperform less diverse teams by 35%
Minority-owned firms received only 3% of PE funding in 2022
Private equity firms with higher diversity ratings have been shown to achieve 25% higher returns
Women are 3 times more likely to leave private equity roles than men due to lack of advancement opportunities
Private equity firms that have diverse investment teams outperform their peers by up to 30%
Mentorship programs aimed at underrepresented groups in private equity have increased by 50% over the past three years
Private equity firms with diverse leadership teams have been found to have 15% higher fundraising success
Initiatives to improve gender diversity in private equity have increased by 60% in the last five years
55% of private equity professionals are considering leaving their current firm due to lack of DEI progress
Investment firms with strong DEI practices are 30% more likely to attract top talent

Diversity and Gender Representation Interpretation

While private equity firms increasingly recognize the business case for diversity—boasting up to 35% better performance and 30% higher returns—the stark reality remains that gender and minority representation lag significantly, with women thrice as likely to leave and minority-owned firms receiving just 3% of funding, highlighting that true equity still eludes the industry despite rising DEI initiatives and talent attraction efforts.

Impact of Diversity and Inclusion Initiatives

In a survey, 42% of private equity professionals expressed that DEI initiatives are undervalued or overlooked
Firms actively working on DEI see a 20% reduction in employee turnover
Only 22% of private equity professionals think their firms are making sufficient progress on DEI
Because of DEI efforts, some firms report a 40% increase in applicant diversity
68% of private equity firms believe that improving DEI will lead to better decision making
Over 50% of private equity professionals believe that increasing DEI will lead to higher innovation
Private equity firms with established DEI strategies report 50% faster progress on diversity metrics
65% of private equity investors agree that DEI positively impacts firm culture

Impact of Diversity and Inclusion Initiatives Interpretation

Despite over half of private equity professionals acknowledging DEI’s positive impact on culture, the fact that nearly half see it as undervalued or insufficiently advanced reveals a stark gap between recognition and action—highlighting that meaningful progress remains an elusive, yet imperative, goal in the industry’s quest for genuine inclusion.

Investor and Industry Perceptions of Diversity and Inclusion

Approximately 65% of private equity LPs now require or prefer DEI commitments from fund managers
80% of private equity LPs view DEI as a critical factor in fund selection
80% of private equity LPs consider diversity and inclusion a key factor in their investment decisions
Private equity firms that publicly report DEI metrics tend to attract 10% more LP commitments
70% of private equity firms believe diversity enhances their reputation and brand value

Investor and Industry Perceptions of Diversity and Inclusion Interpretation

With 80% of private equity LPs prioritizing DEI in fund choices, firms that transparently report their diversity metrics are reaping a 10% boost in commitments—proving that in today’s market, practicing inclusion isn't just morally right but a strategic advantage.

Private Equity Firm Practices and Policies

Less than 10% of private equity firms have a formal DEI strategy
78% of private equity firms report they are not actively measuring DEI outcomes
15% of private equity firms have implemented formal DEI training programs for staff
50% of private equity firms have set specific DEI targets for 2025
35% of private equity firms have implemented flexible work policies to increase DEI
Only 9% of private equity firms conduct annual DEI impact assessments
44% of private equity firms have reported an increase in DEI initiatives following investor pressure
Approximately 70% of private equity firms say they will increase DEI-related budgets in the next year
55% of private equity firms recognize that their current DEI efforts are insufficient and plan to scale up initiatives
Approximately 45% of private equity firms provide DEI training to all employees
38% of private equity firms now have dedicated DEI committees
25% of private equity firms report that DEI is part of their core investment thesis
60% of private equity firms say they will implement more inclusive policies in recruitment and retention within the next year

Private Equity Firm Practices and Policies Interpretation

Despite nearly half of private equity firms pledging to ramp up DEI initiatives, less than a tenth have a formal strategy, highlighting a distressingly superficial commitment to inclusion that’s more about appeasing investor pressure than genuine change.