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Diversity, Equity and Inclusion Policy



Springcoast Capital Partners, L.P.  (the “Firm,” “we,” “our” or “us”) is committed to cultivating and preserving a culture of diversity, equity and inclusion (“DEI”). We have developed this DEI Policy (“DEI Policy”) as part of our recognition that an environment rich in different backgrounds, perspectives, thoughts, interests, ideas and experiences can lead to broader perspective, a more inclusive work environment, better decisions and, ultimately, a better product.

We believe our team is measurably strengthened by our diversity of gender, race, creed and perspective and that a diverse, equitable, and inclusive work environment enables employees to maximize their potential, express unique perspectives, and contribute to our strategic goals and objectives.



Our DEI initiatives and values apply, but are not limited to, our practices and policies regarding recruitment and selection, compensation and benefits, professional development and training, promotions, social and recreational programs, and community and charitable engagements.


Guiding Principles

To apply and continuously improve our approach to DEI, we seek to:

  • Enhance DEI awareness through annual mandatory training programs for all Firm employees.
  • Conduct a periodic (at least annual) review of DEI metrics (i.e., employee demographics, hiring and attrition rates, pay equity data, discrimination complaints, etc.) and evaluation of the Firm’s DEI efforts, including through exit interviews.
  • Make improvements to the Firm’s DEI efforts and this DEI Policy as necessary and appropriate.
  • Make efforts to have diverse candidate pools when recruiting and hiring for open positions.
  • Support and encourage employees to join external industry groups including affinity groups and councils.


Equal Opportunity

The Firm’s DEI initiatives align with our commitment to equal employment opportunity.  We are an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, pregnancy-related conditions, and lactation), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state, or local laws and ordinances.  Please refer to the Firm’s employee handbook for additional information.


Anti-Discrimination and Anti-Harassment

As set forth in the Employee Handbook, we are committed to a work environment in which all individuals are treated with respect and dignity and are free from all forms of harassment and discrimination.  We will not permit or condone any acts of retaliation against anyone who files or cooperates in the investigation of harassment or discrimination complaints.


Oversight and Responsibilities

Senior management is responsible for reviewing this DEI Policy at least every 2 years and amending, supplementing or otherwise modifying this DEI Policy as it deems appropriate, including in response to changes in industry demands and regulations.

The Firm’s senior management is responsible for the ultimate implementation of this DEI Policy and our DEI strategy.