Social / Oakley: Employee culture, engagement and wellbeing
Employee culture, engagement and wellbeing at Oakley
Creating a supportive, engaging workplace culture is central to our long-term success and our ability to attract, retain and develop high-performing talent. As our firm continues to grow, we remain focused on building an environment where employees feel valued, motivated and equipped to thrive, both professionally and personally.
Employee engagement and building an inclusive culture
A key area of focus during 2024 has been the continued strengthening of employee engagement. Our annual employee survey – which achieved a participation rate of 84% in 2024, a 17% increase from 2023 – has provided valuable insights into our workplace culture and helped shape our Engagement Strategy. In response to the feedback received, we have refined our internal workstreams, now focused on building an inclusive culture, supporting fair management and career development, and improving access to opportunity through social mobility initiatives.
+17%
increase in Oakley’s employee engagement survey participation rate
84%
employee participation rate in Oakley’s employee engagement survey
Partnering for progress: Oakley and Level20
In January 2024, Oakley’s Rebecca Gibson was appointed Chair of Level20, and has since participated in fireside chats, interviews and panel discussions focused on career development, inclusive workplaces, strategies for success, family, flexible working and the importance of mentorship for women in private equity. In 2024, Oakley and Level20 DACH also hosted a networking breakfast in Munich for women to meet, inspire, and share experiences and advice.
Employee Engagement Workstreams
1.
Inclusive Culture
2.
Fair Management & Career Development
3.
Social Mobility
These workstreams are championed by our Engagement Steering Committee, which oversees Oakley’s dedicated engagement governance structure and reports to Oakley Partners to ensure effective oversight and programme delivery. The Committee is supported by the Workstream Leads and a Working Group of employees who drive day-to-day execution. This structure ensures broad input, accountability and alignment with the firm’s strategic goals.
Engagement Governance Structure
Steering Committee
4
employees, providing senior level sponsorship, advocacy and guidance
Workstream Leads (supporting 3 workstreams)
6
employees, providing strategy setting and development and oversight of workstream plans
Working Group
9
employees, providing input into and delivery of workstream plans
Engagement Mission, Vision and Values
Vision
We will continue to drive meaningful change at Oakley and across our wider industry through the way we recruit and nurture our employees, manage our portfolio companies and engage with our network.
Mission
We want to build an inclusive and meritocratic team with a supportive and fun corporate culture, where everyone can be themselves. We believe that achieving this will help us attract and retain the best talent, make better decisions and deliver better results for our investors.
Values
Empowerment
Humility
Meritocracy
Collaboration
Respect
Share of women across Oakley
48%
across the Oakley global team
38%
of the investing teams*
25%
of the Investment Team
57%
of overall hires
50%
of Investment Team hires
* Investing teams encompass the Investment Team, Specialist Group Teams and the Investor Relations Team.
Employee development
Career development remains a top priority for our people. In response, during 2024, we have enhanced the visibility of learning resources and tools across the firm, including the refinement of our internal mentoring pilot programme, which formally launched in the first half of 2025. Additionally, in 2024 we expanded Oakley’s team-specific Performance Competency Frameworks to clearly articulate performance expectations at each level of seniority and support career progression. These frameworks offer transparency and guidance, helping employees understand how to develop and advance within their roles and progress within the business.
To further support our growing number of people managers, in 2024 we launched a Management Training Programme. This programme is designed to strengthen leadership capabilities, promote team cohesion, and enhance peer learning across departments. Feedback suggests these collaborative training experiences not only improve managerial effectiveness but also foster deeper connections between colleagues.
Employee wellbeing
Employee wellbeing and positive workplace culture is a growing focus area at Oakley. In 2024, we expanded our Employee Assistance Programme to offer a wider range of mental health and personal support services, including additional counselling sessions, legal and financial advice, and maternity support. From 2025, these services will be accessible across all Oakley locations, ensuring consistent support for all employees.
We also continue to invest in peer-led support through our growing network of trained Mental Health First Aiders. These colleagues receive annual training to identify early signs of distress and help guide their peers towards appropriate support. Alongside this, we continue to build on Oakley’s annual employee training and in 2024 our Mental Wellbeing at Work and Anti-harassment training modules became a mandatory part of our ongoing new joiner training programme, reinforcing our commitment to a respectful and safe workplace.
Beyond day-to-day wellbeing, we recognise the importance of supporting employees through life’s transitions. Our Emergency Family Care Allowance, launched in 2023, continues to provide financial support during unexpected family situations, offering flexibility when it’s needed most. We also offer Tall Wall Parental Transition Coaching to guide parents through leave and re-entry, supported by enhanced maternity and paternity policies, return-to-work plans, and flexible working options.
We are committed to fostering a workplace built on trust, development and care. By listening to our people and investing in the tools, training and support they need to succeed, we aim to create an environment where everyone feels connected and empowered.