Global reports on performance analysis suggests a positive relationship between greater gender balance in companies and financial returns. Since diversity in leadership and teams tends to reduce groupthink and improve corporate decision-making, CPCP believes having female leaders and democratic participation in operating businesses have a positive correlation to performance. We are always eager to invest in private enterprises and fulfill unmet gender equality demands and generate a compelling return for our investors.

In the U.S., women make less than men, and women of color take home less than white women. Worldwide, women hold only about one-third of corporate leadership positions. Businesses have been working for decades to advance gender equality in the workplace, but progress has been slow and results disappointing. Through targeted recruitment, development and retention, and promotion paths and processes, we aim to achieve pay parity. Paying our employees fairly and equitably relative to their role, skills, experience and performance is crux to our philosophy.

We have a clear objective at CPCP to be more representative of the communities, clients and customers we serve. CPCP strives to recruit female talent and works with recruitment partners to identify diverse talent for shortlists. For senior level hires, we continue to include at least one woman, immigrant  or racial/ethnic minority in our interviews for US and Canada hires with a target to have 50% female colleagues firm-wide by 2024. We launched a 'Ricoché Program' where we provide an opportunity to those who have been out of the workplace for at least 12 months and previously worked at a mid or senior level.