Working side-by-side with entrepreneurs, we build up mutually-successful relationships over the long-term. Our close, trusted connections outside and in are what power Oakley. We're proud of the inclusive, collaborative and open culture we are creating at our Firm, where effort and teamwork are rewarded.
Oakley Capital London
Being part of Oakley provides the opportunity to work with colleagues from around the world and across our European hubs, including London, Munich, Milan, Madrid and Luxembourg.
Our digitally-enabled, flexible workplace promotes a collaborative culture where teams and minds come together to generate successful outcomes.
At Oakley we are committed to providing the right framework and resources to ensure our employees can flourish. By investing in our employees we can help them build long-term, successful careers at Oakley. That includes flexible working, policies and benefits which prioritise health & wellbeing, support for parents, study & training relevant to your role, and professional growth opportunities to support long-term career development.
Comprehensive benefits
We offer our employees comprehensive benefits and competitive compensation packages.
Flexible working
Subject to business needs, our employees are trusted to work from home 1-2 days per week. We pride ourselves on enabling employees to work effectively from distance, offering an allowance to facilitate a home office set up.
Family-friendly policies
We want all our employees to be able to balance their work lives as well as their busy personal lives. That can be a challenge! That’s why Oakley offers support for employees with young children as well as older dependants. In permissible locations, this includes:
Health & Wellbeing
Oakley offers all employees extensive health services and medical benefits, including health insurance as well as enhanced sick pay, where local legislation allows. Our pandemic policy lays out comprehensive health & safety procedures and advice to support employees in the event of a pandemic. In addition, Oakley is committed to mitigating work-related stress and supporting mental well-being by offering external coaching and mental health first-aiders. Oakley also provides subsidised gym subscriptions and cycle-to-work schemes in locations where team size allows.
Training support
Oakley supports employees with their continuous learning and development, providing time off and budget for relevant professional training, in addition to on the job learning opportunities to support personal development
We believe that attracting employees with diverse backgrounds, experiences and skillsets strengthens our teams and help us make better investment decisions, leading to superior outcomes for all our stakeholders.
We are determined to hire from the widest pool of talent as possible, and to create an environment where everyone can bring their best to Oakley.
Our core EDI (equity, diversity and inclusion) values – including empowerment, meritocracy, humility, collaboration and respect – guide how we recruit and nurture our employees, how we collaborate with each other and how we engage with our networks. We aim to ensure we provide our employees with the right policies, support and framework to meet their individual needs and support their individual journey to success. We are early in our EDI journey and wholeheartedly welcome ideas and feedback from the team to keep us learning and evolving in this domain.
Inclusive hiring
As an industry, we are challenged to ensure private equity becomes more accessible to all. Oakley is committed to helping make this happen: we believe it is the right thing to do and we believe that a more diverse workforce can make better decisions, leading to better outcomes for all our stakeholders. We encourage our recruiters to tap into wider, more diverse pools of talent and work with them to avoid unconscious bias in our selection and evaluation processes. We are pleased to report Oakley is close to gender parity across the firm and we are working to increase representation across other underrepresented groups.
Inclusive policies
Building and nurturing an inclusive culture helps us attract and retain the best talent. To help us become a more inclusive employer, Oakley supports our employees through a range of policies and strategies:
Neurodiversity conditions include autism spectrum conditions, Attention-Deficit / Hyperactivity Disorder (ADHD), dyslexia, dyspraxia and others. Oakley aims to support neurodivergent team members, taking reasonable steps to ensure they feel supported and able to fulfil their career aspirations.
We recognise that many members of staff will experience the menopause and perimenopause and that this may have an adverse impact on their working lives. Oakley is committing to supporting employees impacted by this, encouraging open conversations between staff and managers and signposting relevant advice and assistance to anyone who needs it.
Oakley supports all transgender people in the workplace, including those who are non-binary and gender neutral as well as those who have the protected characteristic of gender reassignment. The Company aims to ensure that any transition at work is managed in a supportive and sensitive way.
As part of our commitment to EDI, we regularly gather diversity data and measure employee experience across the firm and our portfolio companies, acting on feedback and reflecting industry best practise with the aim of creating an inclusive workplace where everyone can succeed.
As part of this effort, we have committed to a multi-year partnership with EDI consultant Diversio, leveraging their annual surveys and expertise to regularly poll all employees for their opinions and taking on board their feedback. This includes diversifying employee representation across our EDI Working Group to reflect all teams and seniorities across the firm and to ensure a wide range of opinions, as well as focusing on core areas such as career development and nurturing an inclusive culture in order to drive meaningful change.
We are committed to supporting and celebrating diversity not just at Oakley but across our industry, working with trusted partners to drive real change by supporting panel discussions, mentorship schemes and profile raising.
These partnerships include Level 20, which aims to improve gender diversity in the private equity industry as well as Out Investors, whose mission is to make our industry more welcoming for LGBT+ individuals. We actively consider additional strategic partnerships with relevant organisations that can help us deliver on our EDI mission.
Our diverse team is a key ingredient in Oakley’s success, sharing decades of experience as investors, business leaders and entrepreneurs.
