DIVERSITY, EQUITY & INCLUSION

In June 2020, Oxeon posted a set of commitments to diversity, equity, and inclusion in an effort to consistently hold ourselves as individuals and as a firm accountable for being a force for change. Together, we committed to:

  • Expanding our candidate sourcing pools to increase the number of diverse candidates presented on executive search slates

  • Revamping our hiring, onboarding and training development as well as our promotion processes to reduce bias

  • Fostering civic engagement and community involvement by providing our employees with a week of PTO and a T&E budget of $2000 and instituting mandatory company-wide days of service and education

  • Form a 501(c)(3) to increase the number of BIPOC executives on PE/VC/Public Company Board roles

For the first time since publishing these commitments, we are reporting on our initial results and progress - starting with providing a snapshot of the diverse representation on our executive search slates. Please know that our efforts are not completed. We will continue to focus on being a positive change agent day in and day out.

With which race(s) do you most closely identify? Please check all that apply.

With which race(s) do you most closely identify? Please check all that apply.

Do you hold a religious or faith-based identity? If so, what?

Do you hold a religious or faith-based identity? If so, what?

How would you describe your gender identity? Please check all that apply.

How would you describe your gender identity? Please check all that apply.

How do you describe your sexual identity? Please check all that apply.

How do you describe your sexual identity? Please check all that apply.

All data on the diversity makeup of our executive search slates is collected anonymously after a search has been completed. It is not required for candidates to fill out their demographic information when requested. Our average response rate is ~7% of total recipients. If you have any questions about how this data has been collected, please email DEI@oxeonpartners.com.

Commitments

Internal Hiring, Onboarding & Training

Progress

  • We have begun to widen our talent pool by targeting new schools to source from based on how they rank in racial diversity and financial aid offerings.

  • To reduce bias in the interviewing process, we have added more structure and training for our internal teams and have committed to holding ourselves accountable through data and metrics.

Political Engagement

Progress

  • Through encouraging employees to get involved in the most recent presidential election, and by providing a T&E budget and work flexibility, we saw a record amount of employees volunteer. In summary Oxeon employees spent over 211 hours volunteering, made 1500 calls, sent 6500 texts, sent 600 postcards, reached ~10,500 people, and raised over $65,000 all for the 2020 presidential election.

Ongoing Education & Volunteering

Progress

  • On August 27th, we held our first round table discussion with Dean Dayna Bowen Matthew, author of Just Medicine: A Cure for Racial Inequality in American Healthcare, and a leading scholar on race and public health

  • Formed and began implementing a DEI calendar for employees to use a resource

  • Planned mandatory training on reducing bias in the workplace.

501(c)(3) to Increase BIPOC Executive on Boards

Progress

  • In partnership with The Academy, we are launching the Mosaic Alliance in 2021 - an executive advancement initiative aimed at increasing the representation of Black and Brown executives on for-profit boards across healthcare. Through our collective networks, the Mosaic program will identify promising, board-ready BIPOC executives interested in pursuing advisory roles in healthcare. We will then host a series of annual events to identify and match talent to current or future board roles, and then connect executives with decision makers across healthcare companies and investors to fill open seats.