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People: respecting and empowering employees

We believe that developing appropriate people policies which focus on respecting and investing in employees will contribute towards an engaged and motivated workforce. This is true not just of our own business but also our portfolio companies, where we monitor them in terms of:

  • Providing flexibility to employees in managing their work-life balance;
  • Offering opportunities for learning and development;
  • Identifying and invest in talent;
  • Operating open two-way communication with employees;
  • Encouraging and promote a diverse workforce; and
  • Ensuring the health and safety of all employees.

This is not an exhaustive list and we expect initiatives in this area to be relevant to the individual business and the market within which they operate. At the very least we would expect portfolio companies to meet industry practice in people management and benchmark themselves on a regular basis against industry peers. Health and Safety should be a key board agenda item for all portfolio companies.


Diversity is a critical aspect of the People piece and again, we apply the same scrutiny to our portfolio companies as we do to ourselves. We are committed to providing equality and fairness for all recruitment applicants and employees and not to discriminate against anyone because of their gender (including sex, marital status and gender reassignment), race (including ethnic origin, colour, nationality and national origin), disability, sexual orientation, religion, belief or age. We oppose all forms of unlawful and unfair discrimination and expect our portfolio companies to adhere to these standards too.

In addition, and wherever it is practical, we will make any reasonable changes to the work environment or work practices that prove necessary to ensure that members and employees with special needs, including those with a disability, are given the same opportunity as able-bodied individuals in fulfilling their roles effectively.

We are delighted to be a Sponsor of Level 20, the not-for-profit organisation established to inspire women to join and succeed in the private equity industry.

We support Level 20's mission to encourage greater female representation across the private equity industry with the goal of having 20% of senior positions in the industry held by women and with a particular focus on increasing the number of women in investment roles. Over 50% of the entire Dunedin team are women.

Female representation in portfolio management roles:

55% Hawksford Leadership Team
40% GPS Executive Committee
40% FRA Management roles
25% Acquis Executive Committee

Source: Dunedin ESG audits, 2019

Incremental – driving more women into data science

In 2019 less than 13% of all data jobs in the UK were held by women and only 5% of computer science graduates in the last 10 years were female. Digital technology group Incremental partnered with Microsoft to address this by launching a new programme aimed at driving more females into data science and the technology sector.

The Data Science Programme for Women Returners was launched as part of International Women’s Day 2019. The programme is led by Microsoft and in partnership with strategic partners around the UK. Incremental Group is leading the programme in Scotland.

The programme aims to provide experienced professional females, who are returning to work after a career break or changing career, with initial skills and education in preparation for a new career in data science. Throughout the UK, the programme aims to host 100 women and support them through their first module of Microsoft’s Professional Programme qualification in Data Science. These women will then go on to study online from home over the next six months, before returning to their host’s site for a recruitment day. At this recruitment day candidates will have the chance to apply for a role at Incremental within the growing Data & AI team.

The training course and first certificate of the qualification is funded by Incremental Group. To secure a place Incremental ask candidates to make a small donation of £10 to Smart Works, a not for profit customer of Incremental Group which offers interview clothes, styling advice and interview training to women in need. They provide women who are out of work with the confidence and the practical tools they need to start the next chapter of their lives. Microsoft is matching every donation made to Smart Works as part the programme.

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