{"text_format":"3","workbook":"xlsx","n_sheets":10,"sheets":["Guidance","FAQ","Definitions","GP - Quantitative","GP - Qualitative","Portfolio - DEI - Fund A","Sample PC Questionnaire","Diversity Disclosure Reqs","Country List","Reasons"],"not_rendered":{"images":1,"defined_names":42},"read":"whole","date_system":"1900"}

{"sheet":"Guidance","index":0,"n_rows":21,"n_cols":5,"rows_kept":21,"merged":[[3,1,3,11],[5,1,5,11],[7,1,7,11],[9,1,9,11],[11,1,11,11],[13,1,13,11],[14,1,14,11],[16,1,16,11],[17,1,17,11],[19,1,19,11]]}
[null,"CONFIDENTIAL - DO NOT DISTRIBUTE"]
[null,"Guidance for Completing the BDC Capital DEI Reporting Template"]
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[null,"The BDC Capital (\"BDCC\") DEI Reporting Template is inspired by the ILPA Team Diversity Template* and is intended to capture specific facets of diversity, equity, and inclusion (\"DEI\") within GP organizations, including gender, race/ethnicity, and other aspects of diversity. Canadian LPs other than BDCC are encouraged to also use this template in the Canadian market. The modifications herein were made by BDC Capital in consultation with other Canadian-based LPs to greater align with the needs specific to the marketplace, employing the optionality of the original ILPA Diversity Metrics Template to make it fit-for-purpose for BDCC's specific needs."]
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[null,"Guidance from ILPA Diversity Template (including BDCC modifications)"]
[]
[null,"Purpose of the Diversity Metrics Template\nILPA recognizes the imperative for more fulsome and consistent reporting on metrics related to team diversity within GP/VC organizations as well as reporting on metrics related to diversity at the portfolio company level. Greater uniformity in diversity information being collected and provided to LPs is essential to longer-term assessments of our industry’s progress and the wider impact on diversity across PE- and VC-backed companies and industries around the world.\n\nThis template is meant to serve as a standardized format for sharing diversity metrics by role within GP/VC organizations and portfolio companies across various diversity dimensions, including gender, race/ethnicity,  identification as LGBTQ2+ and veterans, and persons with disabilities. \n\nAs LPs begin to request diversity metrics on a more regular basis, it is anticipated that quantitative information will provide a backdrop for an equally essential qualitative discussion. ILPA expects that qualitative information will include steps that managers have proactively taken to enhance the diversity of candidate pools and promotion tracks for open positions within the Firm/Management Company (or reporting entity), and efforts to enhance diversity among open Board positions in which the Firm has a significant or controlling interest, i.e., influence on, or the ability to steer, such appointments. "]
[]
[null,"Scope of the Template\nFor single-product Firms/Management Companies, the template should include information on full time employees for the entire Firm, broken down by leadership tier/role. For multi-product asset managers, the template should include information on the pertinent asset class/strategy or fund family related to the fund being diligenced or in which BDCC (or \"the LP\") has already made a commitment.  Information provided via this template should reflect team composition as of December 31 of the preceding calendar year. For GPs reporting on multiple funds, create copies of the \"Portfolio - DEI - Fund A\" template tab, one for each fund. \n\nThe staff movement information is intended to capture hiring, promotions and departures across role designations for full time employees at the Firm/Management Company (or pertinent business entity) over a 12-month period. Given the nature of how staff movement takes place, the information is intended to represent the totals for each category over the specified 12-month period, e.g., each movement for an individual should be recorded, so if an employee is hired and subsequently departs within a reported 12-month period, the impact on total staff movement would be zero. \n\nNote: BDCC has used the categorization \"Racialized, Black, or People of Color (\"Visible Minorities\")\" (see Definitions tab) to represent racial diversity (based on the Canadian Standards Council and Stats Can guidelines), whereas the ILPA template requests detailed race/ethnicity data based on U.S. EEOC (Equal Employment Opportunity Commission) guidelines. BDCC has also modified the portfolio company reporting template as the ILPA format is designed for positions in which the GP has significant or controlling interest. "]
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[null,"Best Practices in Data Collection and Reporting\nILPA believes that it is best practice to provide self-reported data if it is available; wherever possible, template users should provide information that has been voluntarily provided by employees according to how they self-identify and allowing for the option “prefer not to provide”, collected in line with appropriate disclosures as to how the confidentiality of the information will be preserved, how the information will be reported and to whom and for what purposes the information will be utilized, e.g., to inform employee policies, benefits, engagement and retention, recruiting processes."]
[]
[null,"Acknowledging Limitations to Data Collection and Localized Nuances in Diversity Metrics\nDue to the quantitative nature of the template, certain metrics may be interpreted differently because of geographic or industry context of the company and method for calculation. Organizations will need to be mindful of local laws and cultural norms, which can shape or constrain the way the data is provided within the template. The template provides for sharing additional contextual information beyond the metrics collected across the various tables, or in the event that the Firm is unable to collect the information for a variety of reasons.  For example:\n\n• In cases where the Firm, as pertains to the fund being diligenced, operates across multiple geographies, template users can expand on the diversity demographics of the underlying offices represented within the pertinent fund complex. \n• In cases where the Firm, due to jurisdiction-specific privacy laws or other constraints, can only collect information on gender diversity.\n• In cases where total metrics include portfolio companies in countries where the profile of well-represented groups by race/ethnicity differs from the balance of the portfolio, template users can expand on the impacts of including such companies by providing additional context in the field provided. \n• For Firms with primary operations in certain jurisdictions where localized interpretations of diversity are more nuanced than what is captured in the template, e.g., religious, or ethnic diversity beyond definitions provided, countries of origin or socioeconomic background, template users can expand on the diversity demographics of the team using the additional information fields."]
[null,"An additional field (“Information Not Collected/Prefer Not to Provide”) has been provided in the context of each section to provide users with the opportunity to provide information on a best-efforts basis, with the goal of providing a comprehensive view of the demographics of the Firm (or pertinent business entity). Where information on gender and/or race/ethnicity is not collected or otherwise unavailable, individual FTEs can be included using this field. The field is intended to be used in cases such as:\n• The indicated information is not collected from employees due to local privacy laws, cultural norms or other legal or other restrictions inhibiting the collection of such information from employees\n• The information is collected, but a subset of employees has elected not to provide in response to opportunities to self-identify on a voluntary basis (i.e., indicative of response rates under 100% to employee engagement surveys, DEI audits, HRIS systems)\n\nAdditionally, some additional dimensions of diversity are inherently intersectional in nature and have therefore not been included in the tables capturing gender and race/ethnicity, to avoid inadvertently singling out individuals who may identify as LGBTQ2+, persons with disability or veterans/individuals with military service. Additionally, for Firms lacking a dedicated HR function, information beyond visible gender and race/ethnicity is more challenging to capture on a self-reported basis. As such, this information is captured separately and distinctly from gender and race/ethnicity by level and function.\n\nIt is worth noting that “veteran status” as included in the GP - Quantitative and Portfolio - DEI - Fund A tabs is understood to be an area of particular interest in only certain jurisdictions, e.g., U.S. ILPA has elected to include this information in the template in line with broad-based interest in this information among U.S.-based LPs but does not anticipate that this information would be routinely tracked or provided in other jurisdictions."]
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[null,"Information on Ownership\nOwnership of the Firm and the presentation of the diversity demographics by proportionate economic interest is intended to be provided for those individuals exercising executive responsibility that conveys meaningful influence or control, direct or indirect, over the Firm’s decisions, often aligned with voting power. Control is defined in some jurisdictions as the exercise of the right to vote a certain percentage of a class of interests in the entity, or the ability to sell, direct the sale or receive the proceeds of the sale of a certain percentage of the entity’s securities, e.g., 25% under the Advisers Act in the U.S."]
[null,"Information on Investment Committees\nDemographic information for individuals on Investment Committees is intended to reflect the individuals in a position to influence or direct decisions regarding the specific diligenced Fund’s deployment of capital, i.e., not all Investment Committees of the Firm. In cases where the Firm does not have an Investment Committee, information should be provided with respect to the individuals with ultimate investment decision-making authority and responsibility.                                                                                                                                                                                                                                                                                                   "]
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[null,"Prospective Enhancements for Future Consideration\nRecognizing that the enhancements in the diversity metrics captured herein are a meaningful step forward for the industry, ILPA will carefully consider whether specific enhancements to this template could be provided in the future to allow for the presentation of additional information not captured in these revisions, such as:\n•  Turnover information (hiring/appointments, promotions, departures) across portfolio company Boards and senior management\n•  Information on the diversity of ownership among portfolio companies\n•  Diversity demographics related to the distribution of carried interest – ILPA is mindful of privacy considerations involved in the presentation of such information, such that individuals are not inadvertently singled out. At present, the emphasis is on pay equity measures in place at the Firm, as described in the detailed questions within the ILPA DDQ\n•  Total workforce diversity among portfolio companies\n•  Additional information indicative of cognitive diversity, such as socioeconomic background, social mobility, educational institution\n•  Application of the template beyond private equity (buyouts and venture) through partnership with organizations representing other private markets strategies that may be at different points in the DEI journey. For example, diversity among borrowers for debt platforms (note that some private credit Firms may elect to apply the template as is, substituting “Borrowers” with “Portfolio Companies”)\n•  Diversity as represented among a Firm’s supply chain, e.g., vendors in use, sub-contractors, etc.\n\nThe template will be reviewed periodically with an eye towards aligning with market practices and an evolving understanding of the most critical aspects of diversity being measured and monitored by the industry. Any recommended revisions in future will be subject to a similarly consultative process as that conducted in line with the 2021 revisions.\n\nFinally, it is important to note that numbers only tell part of the story when it comes to diversity, equity and inclusion at any organization, but they can be an important place to start. We hope the view provided by this type of disclosure can help lay the foundation for a more fully informed conversation that contributes to real change and more sustainable long-term value creation."]
[null,"*The ILPA Team Diversity Template can be found at: ",null,null,"https://go.ilpa.org/l/224412/2020-11-02/kdjhs"]

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[null,"Frequently Asked Questions"]
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[null,"Who will have access to my data?"]
[null,"Access will be restricted to the BDC Capital Funds team (or the LP requesting this completed template). The data provided in this template will be reported on an aggregated, anonymized basis only."]
[]
[null,"What will BDC Capital do with my data and why is it important?"]
[null,"As a thought leader in the Canadian VC ecosystem and Canada's most active LP, BDC Capital is continuously seeking ways to serve the Canadian VC asset class and encourage the global competitiveness of Canadian GPs and start-ups. Data has shown that diversity of thought and experience contribute to better performance overall. Even more important, DEI ensures that people find dignity and respect when they show up for work everyday. By determining a baseline for where our industry is at in terms of DEI, we will be better positioned to improve over time. Recently, BDC Capital released a DEI report, in partnership with Diversio, summarizing results of a survey administered across its Direct investment portfolio. We are reaching out to our partners to measure the baseline as it relates to diversity within GP organizations and their respective portfolios, with the intent to observe, report on, and encourage progress over time. "]
[]
[null,"I would like to improve my Firm's DEI policies and practices; where do I begin?"]
[null,"BDC Capital partners with a number of standard setting organizations offering libraries of DEI resources and best practices. Please consult the following and feel free to reach out to the BDC Capital Funds Team (or the LP requesting this completed template) to discuss at any time."]
[]
[null,"ILPA DEI Roadmap","International","https://ilpa.org/ilpa_di/"]
[null,"CVCA DEI Resource Library","Canadian","https://www.cvca.ca/research-insight/diversity-inclusion/resource-library/"]
[null,"Diversio (available for purchase)","Canadian","https://diversio.com/product/ilpa-ddq-dei-policy-starter-pack/"]
[]
[null,"What has been the industry response to date regarding the collection of DEI data?"]
[null,"Both the public and private markets are embracing the importance of disclosing and tracking DEI data in order to further progress in promoting a more diverse, equitable and inclusive culture. Publicly-listed companies, crown corporations, and other private organizations are increasingly being held to the same standard. Industry associations, including ILPA and the CFA Institute, are putting out early versions of guidance on how companies can show their support and report progress on DEI policies and practices. For more information on this, refer to the Diversity Disclosure Requirements (Reqs) tab."]
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[null,"Who on my team should be tasked with leading the DEI data collection initiative on behalf of the Firm?"]
[null,"While it depends on the structure of your team, we often see DEI data collection remain within the responsibilities of your HR team. However, for GPs with smaller team structures, we recommend identifying the individual who is responsible for most data collection efforts (including financial information from portfolio companies). It is important that there is senior oversight throughout the process to ensure integrity of the data."]
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[null,"My portfolio companies are pushing back on my DEI data request; what are the best next steps?"]
[null,"We encourage and expect all of our portfolio GPs to initiate a dialogue on the importance of DEI with their portfolio companies. To the extent that annual information is not available following a request, or a portfolio company and/or Firm employee exercises its rights to privacy on a portion of all of the data request, please use the \"Information Not Collected / Prefer Not To Provide\" section on the GP - Quantative tab and the \"Rationale for Non-Disclosure\" section on the Portfolio - DEI tab. We recommend that you re-engage on the subject with portfolio companies each year, at a minimum."]
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[null,"I do not feel comfortable requesting data on LGBTQ2+ status from my employees or portfolio companies; what are the best next steps?"]
[null,"Please use the \"Information Not Collected / Prefer Not To Provide\" section on the GP - Quantative tab and the \"Rationale for Non-Disclosure\" section on the Portfolio - DEI tab."]
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[null,"I would like to provide additional data/information related to my Firm's approach to DEI that is not covered in this template (e.g., diversity of languages spoken, faith, immigrant status, and/or other); what are the best next steps?"]
[null,"Please use the designated text boxes across the reporting template and/or to reach out to your BDC Capital relationship lead (or the LP requesting this completed template) to discuss."]
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[null,"Will my Firm be ranked or penalized based on our approach to DEI?"]
[null,"The purpose of this data and information collection effort is to establish a baseline for the Canadian VC asset class, on which progress will be measured over time. The intent is not to judge, or favor, any one GP. We recognize that we are only at the beginning of this important journey and are seeking ways to best improve over time. For GPs who are interested in determining where they fall on the spectrum of diverse representation and best practices, we can in time offer a simple benchmarking exercise against the broader opportunity set. It is important to note however that all data provided in this template will be reported on an aggregated, anonymized basis only, with no exceptions."]

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[null,"Template Definitions"]
[]
[null,"Race and Ethnicity"]
[null,"Racialized, Black, or People of Color\n(\"Visible Minorities\")1,2","Persons, other than Aboriginal peoples, who are non-Caucasian in race or non-white in color. The visible minority population consists mainly of the following groups: Arab, Black, Chinese, Filipino, Japanese, Korean, Latin American, South Asian, Southeast Asian, West Asian."]
[null,"Indigenous Peoples1,2","First Nations Peoples, Métis Nation, Inuit, and other Indigenous Communities."]
[null,"Information Not Collected / \nPrefer Not to Provide","Information on racial identity has not been collected or individuals have elected not to provide."]
[null,"Gender"]
[null,"Female","An individual self-identifying as a woman, not exclusively cisgender individuals."]
[null,"Male","An individual self-identifying as a man, not exclusively cisgender individuals."]
[null,"Nonbinary","Relating to or being a person who identifies with or expresses a gender identity that is neither entirely male nor entirely female."]
[null,"Information Not Collected / \nPrefer Not to Provide","Information on gender identity has not been collected or individuals have elected not to provide."]
[null,"(GP) Investment Professionals"]
[null,"Firm and Investment Leadership \n(Partners and C-Level Executives)","For example, CEO, President, Managing Partners, Partners and Managing Directors with primary responsibility for overall leadership of the management company and oversight of the investment team, sometimes defined as the Executive Committee. May or may not be directly involved in sourcing, evaluating, executing, and managing deals. Typically responsible for final deal decisions, including exits. Typically participates in any carried interest earned from exited deals and/or profits of the management company. Does not include Operations Leadership (defined below)."]
[null,"Senior Investment Professionals","Investment professionals who serve in a decision-making capacity but are not part of firm leadership, e.g., may include Managing Directors, Senior Directors, Directors with a meaningful role in sourcing, recommending and leading investments and contributing to firm investment decision-making. May include dedicated portfolio company Operating Partners that work closely alongside deal professionals in managing investments."]
[null,"Other Investment \nProfessionals","For example, Principals, Vice Presidents, Associates, Analysts. Primarily responsible for sourcing, evaluating, executing, managing and supporting deals. May or may not participate in carried interest earned from exited deals and/or profits of the management company."]
[null,"(GP) Non-Investment Professionals"]
[null,"Operations and Administration Leadership \n(Partners and C-Level Executives)","For example, CFO, COO, CAO, CCO, General Counsel, CHRO, IR Partner, Managing Directors or partners on a non-investment team. Primarily responsible for leadership of the finance, marketing, investor relations, legal, and administrative teams (and any other unit detailed below). May or may not have input on final investment decisions (typically operational improvements). Typically participates in any carried interest earned from exited deals. May or may not participate in any profits of the management company. "]
[null,"Other Operations and Administrative Professionals","Operating Professionals / Entrepreneurs in Residence, Marketing / Investor Relations / Communications, Financial / Accounting, Legal / Compliance, Administrative, Other Operations / Administration Team Members"]
[null,"Additional Diversity Information"]
[null,"LGBTQ2+2","A person who identifies as a member of the LGBTQ2+ community."]
[null,"Veteran Status","A person who has been honorably discharged following service in any branch of the military."]
[null,"Persons with disabilities","A person with long-term physical, mental, intellectual or sensory impairment(s) which in interaction with various barriers may hinder their full and effective participation in society on an equal basis with others."]
[null,"Portfolio Company Data"]
[null,"Total Employees","Includes full-time, permanent staff and consultants/contractors."]
[null,"Management Team","For example, CEO, COO, CFO, CTO, CMO, and CSO."]
[null,"Board of Directors","Includes shareholder representatives and independent board members."]
[]
[null,"1. Diversity Institute (Sponsored by the Standards Council of Canada)","Publicly-Available-Specification-PAS.pdf (secureservercdn.net)"]
[null,"2. Stats Can","Canadian Survey on Business Conditions, fourth quarter of 2021 (statcan.gc.ca)"]

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[]
[null,"GP Team Diversity Template"]
[]
[null,"GP Name","GP A"]
[null,"Period End","December 31, YYYY"]
[null,"Prepared By","Name, Title"]
[]
[null,"Self-Reported Gender & Diversity Metrics","Yes/No/Other","If Other, please describe"]
[]
[null,"Summary of GP Annual DEI Metrics"]
[]
[null,"Quantitative - Ownership & Investment Committee"]
[]
[null,"Note: 'Racialized, Black, or People of Colour' + 'Indigenous Peoples' + 'Information Not Collected / Prefer Not To Provide' is not designed to add up to Total column"]
[]
[null,"Ownership of the General Partner (\"GP\") (%)",{"$nulls":4},"Total","Racialized, Black, or People of Color","Indigenous Peoples","Information Not Collected / Prefer Not To Provide",null,null,"GP Ownership"]
[null,"Male",{"$nulls":4},{"v":0.5,"d":"50%"},{"v":0.25,"d":"25%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"},null,"% Female",{"$f":"G18","v":{"v":0.5,"d":"50%"}}]
[null,"Female",{"$nulls":4},{"v":0.5,"d":"50%"},{"v":0.1,"d":"10%"},{"v":0.1,"d":"10%"},{"v":0,"d":"0%"},null,"% Visible Minorities",{"$f":"H21","v":{"v":0.35,"d":"35%"}}]
[null,"Nonbinary",{"$nulls":4},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"},null,"% Indigenous Peoples",{"$f":"I21","v":{"v":0.1,"d":"10%"}}]
[null,"Information Not Collected / Prefer Not To Provide",{"$nulls":4},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"}]
[{"$nulls":5},"Total GP Ownership",{"$f":"SUM(G17:G20)","v":{"v":1,"d":"100%"}},{"$f":"SUM(H17:H20)","v":{"v":0.35,"d":"35%"}},{"$f":"SUM(I17:I20)","v":{"v":0.1,"d":"10%"}},{"$f":"SUM(J17:J20)","v":{"v":0,"d":"0%"}}]
[]
[null,"Investment Committee Composition (\"IC\") (#)",{"$nulls":4},{"$f":"G16","v":"Total"},{"$f":"H16","v":"Racialized, Black, or People of Color"},{"$f":"I16","v":"Indigenous Peoples"},{"$f":"J16","v":"Information Not Collected / Prefer Not To Provide"},null,null,"Investment Committee"]
[null,{"$f":"B17","v":"Male"},{"$nulls":4},1,0,0,0,null,{"$f":"L17","v":"% Female"},{"$f":"IFERROR(G25/G28,\"\")","v":{"v":0.3333333333333333,"d":"33%"}}]
[null,{"$f":"B18","v":"Female"},{"$nulls":4},2,1,1,0,null,{"$f":"L18","v":"% Visible Minorities"},{"$f":"IFERROR(H28/G28,\"\")","v":{"v":0.16666666666666666,"d":"17%"}}]
[null,{"$f":"B19","v":"Nonbinary"},{"$nulls":4},3,0,0,0,null,{"$f":"L19","v":"% Indigenous Peoples"},{"$f":"IFERROR(I28/G28,\"\")","v":{"v":0.16666666666666666,"d":"17%"}}]
[null,{"$f":"B20","v":"Information Not Collected / Prefer Not To Provide"},{"$nulls":4},0,0,0,0]
[{"$nulls":5},"Total IC Members",{"$f":"SUM(G24:G27)","v":6},{"$f":"SUM(H24:H27)","v":1},{"$f":"SUM(I24:I27)","v":1},{"$f":"SUM(J24:J27)","v":0}]
[]
[null,"Quantitative - Firm Employees"]
[{"$nulls":20},"NOTE: Represents % of Total Firm Employees",{"$nulls":8},"NOTE: Represents % of Sub-Total"]
[null,"Total Firm Employees (#)",{"$nulls":4},{"$f":"G16","v":"Total"},{"$f":"H16","v":"Racialized, Black, or People of Color"},{"$f":"I16","v":"Indigenous Peoples"},{"$f":"J16","v":"Information Not Collected / Prefer Not To Provide"},null,null,"Total \nFirm Employees","Senior \nInvestment Team","Junior \nInvestment Team","Ops Team",{"$nulls":4},"Total Firm Employees (#)",{"$nulls":3},"Total",{"$f":"H16","v":"Racialized, Black, or People of Color"},{"$f":"I16","v":"Indigenous Peoples"},{"$f":"J16","v":"Information Not Collected / Prefer Not To Provide"},null,"Total Firm Employees (#)",{"$nulls":3},{"$f":"Y32","v":"Total"},{"$f":"Z32","v":"Racialized, Black, or People of Color"},"Indigenous Peoples","Information Not Collected / Prefer Not To Provide"]
[null,{"$f":"B24","v":"Male"},"Firm and Investment Leadership (Partners and C-Level Executives)",{"$nulls":3},2,0,0,0,null,{"$f":"L17","v":"% Female"},{"$f":"IFERROR(G44/G58,\"\")","v":{"v":0.2857142857142857,"d":"29%"}},{"$f":"IFERROR((G39+G40)/(G33+G34+G39+G40+G45+G46+G51+G52),\"\")","v":{"v":0.25,"d":"25%"}},{"$f":"IFERROR(G41/(G41+G35+G47+G53),\"\")","v":{"v":0.3333333333333333,"d":"33%"}},{"$f":"IFERROR((G42+G43)/(G36+G37+G42+G43+G48+G49+G54+G55),\"\")","v":{"v":0.3333333333333333,"d":"33%"}},{"$nulls":4},"Male","Firm and Investment Leadership (Partners and C-Level Executives)",null,null,{"$f":"IFERROR(G33/$G$58, \"\")","v":{"v":0.14285714285714285,"d":"14%"}},{"$f":"IFERROR(H33/$G$58, \"\")","v":{"v":0,"d":"0%"}},{"$f":"IFERROR(I33/$G$58, \"\")","v":{"v":0,"d":"0%"}},{"$f":"IFERROR(J33/$G$58, \"\")","v":{"v":0,"d":"0%"}},null,{"$f":"U33","v":"Male"},"Firm and Investment Leadership (Partners and C-Level Executives)",null,null,{"$f":"IFERROR(G33/G$38,0)","v":{"v":0.2857142857142857,"d":"29%"}},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"}]
[null,null,"Senior Investment Professionals",{"$nulls":3},2,0,1,0,null,{"$f":"L18","v":"% Visible Minorities"},{"$f":"IFERROR(H58/G58,\"\")","v":{"v":0.21428571428571427,"d":"21%"}},{"$f":"IFERROR((H33+H34+H39+H40+H45+H46+H51+H52)/(G33+G34+G39+G40+G45+G46+G51+G52),\"\")","v":{"v":0,"d":"0%"}},{"$f":"IFERROR((H35+H41+H47+H53)/(G35+G41+G47+G53),\"\")","v":{"v":1,"d":"100%"}},{"$f":"IFERROR((H36+H37+H42+H43+H48+H49+H54+H55)/(G36+G37+G42+G43+G48+G49+G54+G55),\"\")","v":{"v":0,"d":"0%"}},{"$nulls":5},"Senior Investment Professionals",null,null,{"v":0.14285714285714285,"d":"14%"},{"v":0,"d":"0%"},{"v":0.07142857142857142,"d":"7%"},{"v":0,"d":"0%"},null,null,"Senior Investment Professionals",null,null,{"v":0.2857142857142857,"d":"29%"},{"v":0,"d":"0%"},{"v":1,"d":"100%"},{"v":0,"d":"0%"}]
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[{"$nulls":6},{"$f":"SUM(G51:G55)","v":2},{"$f":"SUM(H51:H55)","v":0},{"$f":"SUM(I51:I55)","v":0},0,{"$nulls":14},{"v":0.14285714285714285,"d":"14%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"$nulls":5},{"v":1,"d":"100%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"}]
[]
[{"$nulls":5},"Total Firm Employees",{"$f":"SUM(G38,G44,G50,G56)","v":14},{"$f":"SUM(H38,H44,H50,H56)","v":3},{"$f":"SUM(I38,I44,I50,I56)","v":2},{"$f":"SUM(J38,J44,J50,J56)","v":2},{"$nulls":13},"Total Firm Employees",{"$f":"IFERROR(G58/$G$58, \"\")","v":{"v":1,"d":"100%"}},{"$f":"IFERROR(H58/$G$58, \"\")","v":{"v":0.21428571428571427,"d":"21%"}},{"$f":"IFERROR(I58/$G$58, \"\")","v":{"v":0.14285714285714285,"d":"14%"}},{"$f":"IFERROR(J58/$G$58, \"\")","v":{"v":0.14285714285714285,"d":"14%"}}]
[]
[null,"Additional Diversity Information",{"$nulls":4},"Number of Professionals","Total Professionals","% of Total Professionals"]
[null,"LGBTQ2+",{"$nulls":4},1,{"$f":"$G$58","v":14},{"$f":"IFERROR(G61/H61,\"N/A\")","v":{"v":0.07142857142857142,"d":"7%"}}]
[null,"Veterans",{"$nulls":4},"N/A",{"$f":"$G$58","v":14},{"$f":"IFERROR(G62/H62,\"N/A\")","v":"N/A"}]
[null,"Persons with disabilities",{"$nulls":4},0,14,{"$f":"IFERROR(G63/H63,\"N/A\")","v":{"v":0,"d":"0%"}}]
[]
[null,"Quantitative - Staff Movement",{"$nulls":18},"NOTE: Represents Total Column % (i.e., Total Box illustrates that 100% of the Firms hires that year were Male, 100% of promotions were female, and that gender information was not collected/disclosed on firm departures that year)"]
[]
[{"$nulls":6},{"$f":"G32","v":"Total"},null,null,{"$f":"H32","v":"Racialized, Black, or People of Color"},null,null,{"$f":"I16","v":"Indigenous Peoples"},null,null,{"$f":"J32","v":"Information Not Collected / Prefer Not To Provide"},{"$nulls":4},"Hiring and Turnover",{"$nulls":4},{"$f":"G67","v":"Total"},null,null,{"$f":"J67","v":"Racialized, Black, or People of Color"},null,null,{"$f":"M67","v":"Indigenous Peoples"},null,null,{"$f":"P67","v":"Information Not Collected / Prefer Not To Provide"}]
[null,"Staff Movement (last 12 months)",{"$nulls":4},"Hires","Promotions","Departures",{"$f":"G68","v":"Hires"},"Promotions","Departures","Hires","Promotions","Departures",{"$f":"J68","v":"Hires"},{"$f":"K68","v":"Promotions"},{"$f":"L68","v":"Departures"},{"$nulls":7},"Hires","Promotions","Departures",{"$f":"Z68","v":"Hires"},"Promotions","Departures","Hires",{"$f":"AD68","v":"Promotions"},{"$f":"AE68","v":"Departures"},{"$f":"AC68","v":"Hires"},{"$f":"AD68","v":"Promotions"},{"$f":"AE68","v":"Departures"}]
[null,{"$f":"B17","v":"Male"},{"$nulls":4},1,0,0,1,0,0,1,0,0,0,0,0,null,null,{"$f":"B69","v":"Male"},{"$nulls":4},{"$f":"IFERROR(G69/G$73,\"N/A\")","v":{"v":1,"d":"100%"}},{"$f":"IFERROR(H69/H$73,\"N/A\")","v":{"v":0,"d":"0%"}},{"v":0,"d":"0%"},{"v":1,"d":"100%"},{"v":0,"d":"0%"},"N/A",{"v":1,"d":"100%"},{"$f":"IFERROR(N69/N$73,\"N/A\")","v":{"v":0,"d":"0%"}},"N/A","N/A",{"v":0,"d":"0%"},"N/A"]
[null,{"$f":"B18","v":"Female"},{"$nulls":4},0,2,0,0,1,0,0,1,0,0,1,0,null,null,{"$f":"B70","v":"Female"},{"$nulls":4},{"$f":"IFERROR(G70/G$73,\"N/A\")","v":{"v":0,"d":"0%"}},{"$f":"IFERROR(H70/H$73,\"N/A\")","v":{"v":1,"d":"100%"}},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":1,"d":"100%"},"N/A",{"v":0,"d":"0%"},{"v":1,"d":"100%"},"N/A","N/A",{"v":1,"d":"100%"},"N/A"]
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[{"$nulls":5},"Total Staff Movement (last 12 months)",{"$f":"SUM(G69:G72)","v":1},{"$f":"SUM(H69:H72)","v":2},{"$f":"SUM(I69:I72)","v":1},1,1,0,1,1,0,0,1,0,{"$nulls":6},"Total Staff Movement (last 12 months)",{"$nulls":3},{"$f":"IFERROR(J73/G$73,\"N/A\")","v":{"v":1,"d":"100%"}},{"$f":"IFERROR(K73/H$73,\"N/A\")","v":{"v":0.5,"d":"50%"}},{"v":0,"d":"0%"},{"$f":"IFERROR(M73/G$73,\"N/A\")","v":{"v":1,"d":"100%"}},{"$f":"IFERROR(N73/H$73,\"N/A\")","v":{"v":0.5,"d":"50%"}},{"$f":"IFERROR(O73/I$73,\"N/A\")","v":{"v":0,"d":"0%"}},{"$f":"IFERROR(P73/G$73,\"N/A\")","v":{"v":0,"d":"0%"}},{"$f":"IFERROR(Q73/H$73,\"N/A\")","v":{"v":0.5,"d":"50%"}},{"$f":"IFERROR(R73/I$73,\"N/A\")","v":{"v":0,"d":"0%"}}]
[]
[null,"Availability of information beyond gender"]
[null,"If only gender data is provided, please describe your organization's data collection practices and any limitations to the collection of information on diversity beyond gender, e.g., race/ethnicity, LGBTQ2+, veteran status or disability. For example, any privacy or other legal restrictions, team size or lack of an HR function that inhibits voluntary self-identification, etc."]
[null,"Sample text",{"$nulls":10},"Hires","Promotions","Departures"]
[{"$nulls":11},{"$f":"L17","v":"% Female"},{"$f":"IFERROR(G70/G73,\"\")","v":{"v":0,"d":"0%"}},{"$f":"IFERROR(H70/H73,\"\")","v":{"v":1,"d":"100%"}},{"$f":"IFERROR(I70/I73,\"\")","v":{"v":0,"d":"0%"}}]
[{"$nulls":11},{"$f":"L18","v":"% Visible Minorities"},{"$f":"IFERROR(J73/G73,\"\")","v":{"v":1,"d":"100%"}},{"$f":"IFERROR(K73/H73,\"\")","v":{"v":0.5,"d":"50%"}},{"$f":"IFERROR(L73/I73,\"\")","v":{"v":0,"d":"0%"}}]
[{"$nulls":11},{"$f":"L19","v":"% Indigenous Peoples"},{"$f":"IFERROR(M73/G73,\"\")","v":{"v":1,"d":"100%"}},{"$f":"IFERROR(N73/H73,\"\")","v":{"v":0.5,"d":"50%"}},{"$f":"IFERROR(O73/I73,\"\")","v":{"v":0,"d":"0%"}}]
[null,"Availability of information beyond metrics provided"]
[null,"Please provide any additional information relevant to the diversity of professionals beyond the metrics captured above."]
[null,"Sample text"]

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[]
[null,null,"GP Team Diversity Template"]
[]
[null,null,"GP Name",null,{"$f":"'GP - Quantitative'!C4","v":"GP A"}]
[null,null,"Period End",null,{"$f":"'GP - Quantitative'!C5","v":"December 31, YYYY"}]
[null,null,"Prepared By",null,{"$f":"'GP - Quantitative'!C6","v":"Name, Title"}]
[]
[null,null,"Summary of GP Annual DEI Metrics"]
[]
[null,null,"Qualitative"]
[]
[null,null,"Internal",{"$nulls":5},"Yes","No","Describe"]
[{"$nulls":8},"Select from dropdown menu"]
[null,null,"Policies & Practices: Indicate whether the Firm has any of the following in place"]
[null,null,1,"An organizational DEI statement/strategy and/or a Chief Diversity Officer/Champion",{"$nulls":6},"Text"]
[null,null,{"$f":"C15+1","v":2},"A standard code of conduct and/or anti-discrimination policy",{"$nulls":6},"Text"]
[null,null,3,"Steps to remove bias from hiring processes and/or widen applicant pool beyond traditional sources",{"$nulls":6},"Text"]
[null,null,4,"A family leave policy and/or promotion of flexible work policies or work-life balance",{"$nulls":6},"Text"]
[null,null,5,"Mentorship/training programs tailored to diverse hires",{"$nulls":6},"Text"]
[null,null,6,"Specialized training for its employees (e.g., leadership, anti-harassment, or culture competency training) ",{"$nulls":6},"Text"]
[null,null,7,"Organizational culture surveys and method to track progress",{"$nulls":6},"Text"]
[null,null,8,"Mental health support to its employees and/or portfolio companies",{"$nulls":6},"Text"]
[null,null,9,"A harassment reporting system or an independent ombudsman",{"$nulls":6},"Text"]
[]
[null,null,"Historical Claims"]
[null,null,10,"Have there been any claims of sexual or general harassment, misconduct or discrimination against any current or former Firm employees\n(while employed by the Firm) within the last 5 years?",{"$nulls":6},"Text"]
[]
[null,null,"Portfolio",{"$nulls":5},"Yes","No","Describe"]
[]
[null,null,"Investing & Monitoring: Indicate whether the Firm"]
[null,null,1,"Has diversity investment targets (diversity on boards, senior mgmt, other)",{"$nulls":6},"Text"]
[null,null,{"$f":"C31+1","v":2},"Tracks and reports on deal flow demographics",{"$nulls":6},"Text"]
[null,null,{"$f":"C32+1","v":3},"Incorporates DEI questions during diligence",{"$nulls":6},"Text"]
[]
[null,null,"Ecosystem",{"$nulls":5},"Yes","No","Describe"]
[]
[null,null,"Community Impact: Indicate whether the Firm"]
[null,null,1,"Volunteers for or partners with any associations or initiatives promoting DEI",{"$nulls":6},"Text"]
[null,null,2,"Provides office hours for underrepresented founders",{"$nulls":6},"Text"]
[null,null,3,"Seeks diverse speakers for Firm events",{"$nulls":6},"Text"]
[]
[null,null,"Other"]
[]
[null,null,"Please provide any additional information relevant to the Firm's DEI initiatives beyond the detail captured above."]
[null,null,"Text"]

{"sheet":"Portfolio - DEI - Fund A","index":5,"n_rows":41,"n_cols":51,"rows_kept":41,"merged":[[2,7,5,11],[7,7,7,13],[7,14,7,20],[7,21,7,27],[7,30,7,36],[7,37,7,43],[7,44,7,50]]}
[]
[null,"Fund Portfolio Diversity Template"]
[{"$nulls":4},"Note:",null,null,"This spreadsheet is meant to aggregate the number of individuals that have self-disclosed within the categories listed. It is understood that some employees / management team members / board members may elect not to self-disclose on one (or many) category(ies)."]
[null,"Fund Name","Fund A",null,"Expand for detailed DEI reporting"]
[null,"Period End","December 31, YYYY",null,"Individual columns are not designed to add up to Total column"]
[{"$nulls":4},"Indicate N/A where data is not available",{"$nulls":25},"NOTE: Percentages reflect proportion of employees that self-disclosed within the related category.",{"$nulls":6},"NOTE: Percentages reflect proportion of management team members that self-disclosed within the related category.",{"$nulls":6},"NOTE: Percentages reflect proportion of board members that self-disclosed within the related category."]
[null,"Summary of Annual Portfolio Company Diversity"]
[{"$nulls":7},"All Employees",{"$nulls":6},"Management Team",{"$nulls":6},"Board of Directors",{"$nulls":8},"All Employees",{"$nulls":6},"Management Team",{"$nulls":6},"Board of Directors"]
[null,"Company Name","Company HQ\n(Country)","Self Reported Gender & Diversity Metrics","Rationale for Non-Disclosure,\nif Applicable","Code of Conduct or \nAnti-Discrimination Policy in place","DEI Policies, \nPractices or Initiatives \nin place","# Female","# Racialized, Black, \nor People of Color","# Indigenous Peoples","# LGBTQ2+","# Veterans","# Persons with disabilities","# Total \nEmployees",{"$f":"H9","v":"# Female"},{"$f":"I9","v":"# Racialized, Black, \nor People of Color"},{"$f":"J9","v":"# Indigenous Peoples"},"# LGBTQ2+","# Veterans","# Persons with disabilities","# Total Management Team",{"$f":"H9","v":"# Female"},{"$f":"I9","v":"# Racialized, Black, \nor People of Color"},{"$f":"J9","v":"# Indigenous Peoples"},"# LGBTQ2+","# Veterans","# Persons with disabilities","# Total \nBoard of Directors",null,null,{"$f":"H9","v":"# Female"},{"$f":"I9","v":"# Racialized, Black, \nor People of Color"},{"$f":"J9","v":"# Indigenous Peoples"},"# LGBTQ2+","# Veterans","# Persons with disabilities","# Total \nEmployees","# Female","# Racialized, Black, \nor People of Color","# Indigenous Peoples","# LGBTQ2+","# Veterans","# Persons with disabilities","# Total Management Team","# Female","# Racialized, Black, \nor People of Color","# Indigenous Peoples","# LGBTQ2+","# Veterans","# Persons with disabilities","# Total \nBoard of Directors"]
[null,"Text","See dropdown menu","Yes/No","See dropdown menu","Yes/No","Yes/No","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end"]
[null,"Company A","Canada","Yes","N/A","Yes","Yes",4,1,1,0,0,1,10,2,1,1,0,0,0,5,3,1,1,0,0,0,7,null,null,{"$f":"IFERROR(H11/$N11,\"\")","v":{"v":0.4,"d":"40%"}},{"$f":"IFERROR(I11/$N11,\"\")","v":{"v":0.1,"d":"10%"}},{"v":0.1,"d":"10%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":0.1,"d":"10%"},{"v":1,"d":"100%"},{"$f":"IFERROR(O11/$U11,\"\")","v":{"v":0.4,"d":"40%"}},{"$f":"IFERROR(P11/$U11,\"\")","v":{"v":0.2,"d":"20%"}},{"$f":"IFERROR(Q11/$U11,\"\")","v":{"v":0.2,"d":"20%"}},{"$f":"IFERROR(R11/$U11,\"\")","v":{"v":0,"d":"0%"}},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":1,"d":"100%"},{"$f":"IFERROR(V11/$AB11,\"\")","v":{"v":0.42857142857142855,"d":"43%"}},{"$f":"IFERROR(W11/$AB11,\"\")","v":{"v":0.14285714285714285,"d":"14%"}},{"v":0.14285714285714285,"d":"14%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":1,"d":"100%"}]
[null,"Company B","United States of America","Yes","N/A","No","No",5,2,0,0,1,0,20,3,2,0,0,1,0,6,5,2,0,0,1,0,8,null,null,{"$f":"IFERROR(H12/$N12,\"\")","v":{"v":0.25,"d":"25%"}},{"v":0.1,"d":"10%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":0.05,"d":"5%"},{"v":0,"d":"0%"},{"v":1,"d":"100%"},{"$f":"IFERROR(O12/$U12,\"\")","v":{"v":0.5,"d":"50%"}},{"v":0.3333333333333333,"d":"33%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":0.16666666666666666,"d":"17%"},{"v":0,"d":"0%"},{"v":1,"d":"100%"},{"$f":"IFERROR(V12/$AB12,\"\")","v":{"v":0.625,"d":"63%"}},{"v":0.25,"d":"25%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":0.125,"d":"13%"},{"v":0,"d":"0%"},{"v":1,"d":"100%"}]
[null,"Company C","Canada","No","N/A","Yes","Yes",6,3,2,1,0,0,30,1,3,2,1,0,1,7,4,3,2,1,0,1,9,null,null,{"v":0.2,"d":"20%"},{"v":0.1,"d":"10%"},{"v":0.06666666666666667,"d":"7%"},{"v":0.03333333333333333,"d":"3%"},{"v":0,"d":"0%"},{"v":0,"d":"0%"},{"v":1,"d":"100%"},{"v":0.14285714285714285,"d":"14%"},{"v":0.42857142857142855,"d":"43%"},{"v":0.2857142857142857,"d":"29%"},{"v":0.14285714285714285,"d":"14%"},{"v":0,"d":"0%"},{"v":0.14285714285714285,"d":"14%"},{"v":1,"d":"100%"},{"v":0.4444444444444444,"d":"44%"},{"v":0.3333333333333333,"d":"33%"},{"v":0.2222222222222222,"d":"22%"},{"v":0.1111111111111111,"d":"11%"},{"v":0,"d":"0%"},{"v":0.1111111111111111,"d":"11%"},{"v":1,"d":"100%"}]
[null,"Company D","France",null,"Data not requested",{"$nulls":25},"","",null,"","","","","","",null,"","","","","","",null,"","","",""]
[null,"Company E","United States of America",null,"Data requested, no response from Company",{"$nulls":25},"","",null,"","","","","","",null,"","","","","","",null,"","","",""]
[null,"Company F","Canada",null,"Data requested, Company refused to comply",{"$nulls":25},"","",null,"","","","","","",null,"","","","","","",null,"","","",""]
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[{"$nulls":30},"","",null,{"$f":"IFERROR(K27/$N27,\"\")","v":""},"","","","","",null,{"$f":"IFERROR(R27/$U27,\"\")","v":""},"","","","","",null,{"$f":"IFERROR(Y27/$AB27,\"\")","v":""},"","",""]
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[{"$nulls":30},"","",null,"","","","","","",null,"","","","","","",null,"","","",""]
[{"$nulls":30},"","",null,"","","","","","",null,"","","","","","",null,"","","",""]
[{"$nulls":30},"","",null,"","","","","","",null,"","","","","","",null,"","","",""]
[{"$nulls":30},"","",null,"","","","","","",null,"","","","","","",null,"","","",""]
[{"$nulls":30},"","",null,"","","","","","",null,"","","","","","",null,"","","",""]
[{"$nulls":30},"","",null,"","","","","","",null,"","","","","","",null,"","","",""]
[{"$nulls":30},"","",null,"","","","","","",null,"","","","","","",null,"","","",""]
[{"$nulls":30},"","",null,"","","","","","",null,"","","","","","",null,"","","",""]
[{"$nulls":30},"","",null,"","","","","","",null,"","","","","","",null,"","","",""]
[{"$nulls":30},"","",null,"","","","","","",null,"","","","","","",null,"","","",""]
[{"$nulls":30},"","",null,"","","","","","",null,"","","","","","",null,"","","",""]
[{"$nulls":30},"","",null,"","","","","","",null,"","","","","","",null,"","","",""]

{"sheet":"Sample PC Questionnaire","index":6,"n_rows":21,"n_cols":28,"rows_kept":21,"merged":[[2,7,5,11],[7,7,7,13],[7,14,7,20],[7,21,7,27],[14,1,16,6],[20,1,22,6]]}
[]
[null,"Portfolio Company Diversity Template"]
[{"$nulls":4},"Note:",null,null,"This spreadsheet is meant to aggregate the number of individuals that have self-disclosed within the categories listed. It is understood that some employees / management team members / board members may elect not to self-disclose on one (or many) category(ies)."]
[null,"Company Name","Company X",null,"Expand for detailed DEI reporting"]
[null,"Period End","December 31, YYYY",null,"Individual columns are not designed to add up to Total column"]
[{"$nulls":4},"Indicate N/A where data is not available"]
[null,"Diversity Metrics at Company Level"]
[{"$nulls":7},"All Employees",{"$nulls":6},"Management Team",{"$nulls":6},"Board of Directors"]
[null,"Company Name","Company HQ \n(Country)","Self-Reported Gender & Diversity Metrics","Rationale for Non-Disclosure, if Applicable","Code of Conduct or \nAnti-Discrimination Policy in place","DEI Policies, \nPractices or Initiatives \nin place","# Female","# Racialized, Black, \nor People of Color","# Indigenous Peoples","# LGBTQ2+","# Veterans","# Persons with disabilities","# Total \nEmployees",{"$f":"H9","v":"# Female"},{"$f":"I9","v":"# Racialized, Black, \nor People of Color"},"# Indigenous Peoples","# LGBTQ2+","# Veterans","# Persons with disabilities","# Total Management Team",{"$f":"H9","v":"# Female"},{"$f":"I9","v":"# Racialized, Black, \nor People of Color"},"# Indigenous Peoples","# LGBTQ2+","# Veterans","# Persons with disabilities","# Total \nBoard of Directors"]
[null,"Text","Text","Yes/No","Text","Yes/No","Yes/No","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end","Number at \nperiod end"]
[null,{"$f":"C4","v":"Company X"},null,"Yes","Text","Yes","Yes",4,1,1,0,0,1,10,2,1,1,0,0,0,5,3,1,1,0,0,0,7]
[]
[null,"Availability of information beyond gender"]
[null,"If only gender data is provided, please indicate reasons for lack of information on diversity beyond gender, e.g., race/ethnicity, LGBTQ2+, Veteran status or disability."]
[null,"Text"]
[]
[]
[]
[null,"Availability of information beyond metrics provided"]
[null,"Please provide any additional information relevant to the diversity of professionals or company policies beyond the metrics captured above."]
[null,"Text"]

{"sheet":"Diversity Disclosure Reqs","index":7,"n_rows":10,"n_cols":2,"rows_kept":10}
[]
[null,"References"]
[]
[null,"https://www.osler.com/en/resources/regulations/2019/canada-is-first-jurisdiction-worldwide-to-require-diversity-disclosure-beyond-gender-diversity-disc"]
[null,"https://www.sec.gov/divisions/corpfin/guidance/regs-kinterp.htm"]
[null,"https://www.osler.com/en/resources/governance/2021/corporations-canada-reports-on-first-year-of-diversity-disclosure-and-it-s-not-good"]
[null,"http://www.ic.gc.ca/eic/site/cd-dgc.nsf/eng/cs08998.html#s21"]
[null,"https://ilpa.org/dei/"]
[null,"https://www.cfainstitute.org/en/ethics-standards/codes/diversity-equity-inclusion"]
[null,"https://www.privateequitywire.co.uk/2021/11/09/308965/nasdaq-private-fund-manager-dei-data-available-free-investors-february-2022"]

{"sheet":"Country List","index":8,"n_rows":230,"n_cols":1,"rows_kept":230,"hidden":true}
["Country"]
["Canada"]
["United States of America"]
["Afghanistan"]
["Albania"]
["Algeria"]
["American Samoa"]
["Andorra"]
["Angola"]
["Antigua and Barbuda"]
["Argentina"]
["Armenia"]
["Aruba"]
["Australia"]
["Austria"]
["Azerbaijan"]
["Bahamas"]
["Bahrain"]
["Bangladesh"]
["Barbados"]
["Belarus"]
["Belgium"]
["Belize"]
["Benin"]
["Bermuda"]
["Bhutan"]
["Bolivia"]
["Bosnia and Herzegovina"]
["Botswana"]
["Brazil"]
["British Virgin Islands"]
["Brunei Darussalam"]
["Bulgaria"]
["Burkina Faso"]
["Burundi"]
["Cabo Verde"]
["Cambodia"]
["Cameroon"]
["Canada"]
["Cayman Islands"]
["Central African Republic"]
["Chad"]
["Channel Islands"]
["Chile"]
["China"]
["Colombia"]
["Comoros"]
["Congo, Dem. Rep."]
["Costa Rica"]
["Côte d'Ivoire"]
["Croatia"]
["Cuba"]
["Curaçao"]
["Cyprus"]
["Czech Republic"]
["Denmark"]
["Djibouti"]
["Dominica"]
["Dominican Republic"]
["Ecuador"]
["Egypt"]
["El Salvador"]
["Equatorial Guinea"]
["Eritrea"]
["Estonia"]
["Ethiopia"]
["Faroe Islands"]
["Fiji"]
["Finland"]
["France"]
["French Polynesia"]
["Gabon"]
["Gambia, The"]
["Georgia"]
["Germany"]
["Ghana"]
["Gibraltar"]
["Greece"]
["Greenland"]
["Grenada"]
["Guam"]
["Guatemala"]
["Guernsey"]
["Guinea"]
["Guinea-Bissau"]
["Guyana"]
["Haiti"]
["Honduras"]
["Hong Kong"]
["Hungary"]
["Iceland"]
["India"]
["Indonesia"]
["Iran, Islamic Rep."]
["Iraq"]
["Ireland"]
["Isle of Man"]
["Israel"]
["Italy"]
["Ivory Coast"]
["Jamaica"]
["Japan"]
["Jersey"]
["Jordan"]
["Kazakhstan"]
["Kenya"]
["Kiribati"]
["Korea, South"]
["Kosovo"]
["Kuwait"]
["Kyrgyz Republic"]
["Lao PDR"]
["Latvia"]
["Lebanon"]
["Lesotho"]
["Liberia"]
["Libya"]
["Liechtenstein"]
["Lithuania"]
["Luxembourg"]
["Macao SAR, China"]
["Macedonia, FYR"]
["Madagascar"]
["Malawi"]
["Malaysia"]
["Maldives"]
["Mali"]
["Malta"]
["Marshall Islands"]
["Mauritania"]
["Mauritius"]
["Mexico"]
["Micronesia, Fed. Sts."]
["Moldova"]
["Monaco"]
["Mongolia"]
["Montenegro"]
["Morocco"]
["Mozambique"]
["Myanmar"]
["Myanmar (Burma)"]
["N/A"]
["Namibia"]
["Nauru"]
["Nepal"]
["Netherlands"]
["New Caledonia"]
["New Zealand"]
["Nicaragua"]
["Niger"]
["Nigeria"]
["Northern Mariana Islands"]
["Norway"]
["Oman"]
["Other"]
["Pakistan"]
["Palau"]
["Palestine"]
["Panama"]
["Papua New Guinea"]
["Paraguay"]
["Peru"]
["Philippines"]
["Poland"]
["Portugal"]
["Puerto Rico"]
["Qatar"]
["Romania"]
["Russia"]
["Rwanda"]
["Samoa"]
["San Marino"]
["São Tomé and Principe"]
["Saudi Arabia"]
["Scotland"]
["Senegal"]
["Serbia"]
["Seychelles"]
["Sierra Leone"]
["Singapore"]
["Sint Maarten (Dutch part)"]
["Slovak Republic"]
["Slovenia"]
["Solomon Islands"]
["Somalia"]
["South Africa"]
["South Korea"]
["South Sudan"]
["Spain"]
["Sri Lanka"]
["St. Kitts and Nevis"]
["St. Lucia"]
["St. Martin (French part)"]
["St. Vincent and the Grenadines"]
["Sudan"]
["Suriname"]
["Swaziland"]
["Sweden"]
["Switzerland"]
["Syrian Arab Republic"]
["Taiwan"]
["Tajikistan"]
["Tanzania"]
["Thailand"]
["Timor-Leste"]
["Togo"]
["Tonga"]
["Trinidad and Tobago"]
["Tunisia"]
["Turkey"]
["Turkmenistan"]
["Turks and Caicos Islands"]
["Tuvalu"]
["Uganda"]
["Ukraine"]
["United Arab Emirates"]
["United Kingdom"]
["United States of America"]
["Uruguay"]
["Uzbekistan"]
["Vanuatu"]
["Venezuela"]
["Venezuela, RB"]
["Vietnam"]
["Virgin Islands (U.S.)"]
["Wales"]
["West Bank and Gaza"]
["Yemen, Rep."]
["Zambia"]
["Zimbabwe"]

{"sheet":"Reasons","index":9,"n_rows":6,"n_cols":1,"rows_kept":6,"hidden":true}
["Reasons for non-disclosure"]
[]
["Data not requested"]
["Data requested, no response from Company"]
["Data requested, Company refused to comply"]
["N/A"]