The main problem VCs face is that their networks are highly saturated in the same few bubbles. Diversity first starts by engaging with people from different regions, establishing partnerships and opening opportunities for those outside to join those bubbles. If you're looking for expansions to your own venture capital team, portfolio companies, or even building out something from scratch, amplifying the reach beyond the main target areas and funnels could bring more innovation and untapped opportunities your way (think events, hackathons, visiting universities, open days, etc).

Pour défendre l'inclusion en capital-risque, il faut promouvoir des fonds axés sur la diversité, instaurer des quotas pour les équipes dirigeantes, offrir des formations sur les biais inconscients, et mesurer l'impact des investissements inclusifs pour prouver leur valeur.

Championing diversity in venture capital starts with action. Advocate for diverse hiring in decision-making roles and support underrepresented founders. Build partnerships with minority-focused networks and host inclusive events. Promote mentorship programmes to empower diverse talent. Ensure transparency in funding criteria and foster an open culture that values diverse perspectives.

La diversité dans le capital-risque est un levier puissant pour l’innovation et la performance. Voici quelques pistes pour promouvoir l’inclusion : Critères inclusifs : Repenser les processus pour réduire les biais inconscients. Fonds dédiés : Soutenir les entrepreneurs sous-représentés via des fonds spécifiques. Diversité dans les équipes : Recruter des investisseurs issus de parcours variés. Sensibilisation : Former les décideurs à l’importance de l’inclusion. Partenariats : Travailler avec des organisations engagées pour amplifier l’impact. L’inclusion n’est pas seulement un impératif moral, c’est un moteur d’excellence économique. 🌍💡

Une chose utile c'est d'abord le moi! Comment j'embrasse la Diversité et l'inclusion avec mon entourage. Quels sont mes préjugés envers la communauté LGBTQ+? Mes valeurs me donne l'empathie ou bien le mépris de nos différences? Mais si je suis à l'écoute, à vouloir partager et que j'ai l'empathie envers les autres, mon environment changera pour le positive car le changement commence chez soi-même.

1. We have a playbook to nurture diversity - Visible diversity (race, age, gender, etc) and invisible diversity (network, studies, cultural differences, etc). 2. We have homogeneous meetings with under-represented investors or founders, as well as diverse meetings. Having meetings that are very homogeneous helps us understand common views. 3. Force representation in the hiring process. We look for the "holes" in the teams, who is NOT represented... Including, for example, who is NOT from the industry and how can we have cross-polination. 4. We use curiosity and humor to ease embarrassment, and lots of NLP (neurolinguistic programming).

Destaco o impacto positivo da diversidade em retornos e inovação, apoiando argumentos com dados sólidos. Promoverei iniciativas que ampliem o acesso a recursos para grupos sub-representados, engajando parceiros estratégicos e compartilhando histórias de sucesso como exemplos tangíveis.

Championing diversity in VC means more than acknowledging the need- it’s about driving real change. One impactful approach I’ve found is actively funding diverse founders. Allocating capital to startups led by underrepresented groups sends a strong signal and creates a measurable impact.