Last Thursday, 6 March, the BVCA hosted its Diversity, Equity & Inclusion: International Women’s Day event in London, where Alice Heald, head of marketing, joined industry leaders to discuss the latest progress in gender diversity within private equity and venture capital. The event that highlighted recent findings from the BVCA’s Diversity & Inclusion Report and explored key themes around mentorship, role models, and strategic career development for women in the industry.

Encouraging progress in representation

According to the BVCA report[1], women now make up 27% of investment professionals in PE and VC firms in the UK, up from 24% in 2023. Since the BVCA’s first study in 2018, the industry has seen consistent, albeit slow, progress in gender diversity.

  • Senior and mid-level representation: Women in senior investment roles have risen to 15%, while mid-level representation has increased to 17%, both seeing a 3-percentage point rise.
  • VC vs. PE: Venture capital firms continue to show stronger female representation, with 10% more senior and mid-level women compared to private equity firms.

The power of role models and mentorship

A recurring theme throughout the event was the impact of mentorship and sponsorship in supporting women’s career development. Industry veterans shared insights on career growth, risk-taking, and the importance of paying it forward.

Key takeaways:
  • Take risks and avoid over-planning: Women should be encouraged to take on new challenges without over-planning their careers, a personality trait often seen in women that can sometimes hold us back.
  • Building strategic networks: It’s important to think beyond immediate job roles and proactively seek opportunities to upskill, show initiative and volunteer, and gain visibility.
  • The role of sponsorship vs. mentorship: Organic sponsorship—where senior colleagues naturally champion junior talent—was highlighted as a critical factor in career progression. Unlike mentorship, which often focuses on guidance and advice, sponsorship involves actively advocating for someone’s career advancement. Sponsors open doors, provide visibility, and push for high-potential individuals to take on leadership roles.
  • Allyship and industry-wide change: Meaningful change requires the engagement of men in the industry, given that they still make up the majority. We can’t do it alone.
  • The advantage of standing out: While being a minority in the industry can be challenging, it also presents an opportunity to be memorable. Women should leverage this visibility to advance their careers.
  • Paying it forward: Senior female leaders highlighted the importance of investing in the next generation by mentoring, sponsoring, and creating opportunities for emerging talent. This culture of ‘paying it forward’ helps build a sustainable pipeline of female leaders in the industry. The industry must work collectively to showcase the opportunities available and support female talent at every stage.

Final thoughts

The event reaffirmed that while progress is being made, there is still much work to do. Women continue to face unique challenges in the financial services industry as a whole, but through strong role models, mentorship, and strategic risk-taking, the path to leadership is becoming clearer.

For firms looking to drive change, the message was clear: support must come from the top down, and a proactive approach to sponsorship, networking, and inclusion will be key to shaping a more diverse and equitable future in the private market sector.

[1] https://www.bvca.co.uk/static/b0edfc87-8f4f-45be-902f33bdadb14eee/Diversity-in-UK-Private-Equity-and-Venture-Capital-2025-Report.pdf