Diverse experiences and points of view are critical in creating great products and avoiding cultural paralysis. We welcome entrepreneurs from any background, gender and ethnicity. We work hand and hand with them to accelerate their path to revenue and scale. We support them with resources no other firm offers. The key is to be clear about the kind of culture you want to build. We are focused on making this happen.
In the 60s, diversity and inclusion in business was thought of as a compliance-based model around affirmative action and equal opportunity employment. It then evolved to a so-called deficit model, arguing that organizations with a low level of diversity don’t perform as well as their diverse peers. Today, organizations seem to approach diversity one of three ways:
Let the market decide
Enforce quotas
Implement unconscious bias trainings
Since its inception, Mighty Capital has been committed to diversity & inclusion. It’s an essential part of our culture that we summarize with Mark Twain’s famous quote: “Action Speaks Louder Than Words.” We lean on the liberal side and focus on making our industry more diverse and inclusive every day by using three key levers:
Half the decision makers (GPs) in our fund are female.
A disproportionate number of investors (LPs) are female and joined because of our apprenticeship-based model.
Our unfair advantage is access to one of the largest networks of early adopters in the world, which skews 40% female.
Diversity breeds diversity. We welcome entrepreneurs from any background, gender and ethnicity. We work hand and hand with them to accelerate their path to revenue and scale. We support them with resources no other firm offers. But is there a master recipe for building a diverse team and giving them the tools to succeed? I wish it were that simple. The key is to be clear about the kind of culture you want to build. We are ruthless in making this happen.
All DEI KPIs are calculated using the EEO-1 industry standard definition
