At Creandum we believe in equality. We believe in equal rights and opportunities for all people regardless of social identity such as gender, race, ethnicity, nationality, and sexual orientation. Creandum is an equal partnership and we believe all people shall be paid equal pay for equal work. Investment advice, internal advancements, and opportunities are awarded to anyone solely based on merits such as competence, relevant experience, and performance.
We do not tolerate discrimination against anyone based on non-work-related personal characteristics.
We consider balance and non-uniformity to be business critical, not a compliance necessity and by embracing balance we will build a better and more successful franchise. Hence, everyone at Creandum is responsible and is committed to:
Enhancing their awareness of unconscious bias and how that might hinder them to be more inclusive and collaborative.
Respecting the dignity and diversity of all people inside and outside the organization.
Creating a work environment that is free from discrimination, harassment, derogatory attitudes, and bullying.
Actively stand up and take actions against any behavior witnessed, inside or outside the organization, which goes against the fundamental values of our firm.
Putting a dedicated extra effort into making diverse talent inside and outside the organization successful.
Anyone who believes that they or another individual has been subjected to conduct that is not aligned with this policy should report this to the General Counsel (Beatrice Rellman Skantze). Any such allegations will be taken seriously and all reported incidents will be investigated in an effort to keep the source of the report confidential. Please also refer to our Zero Tolerance Policy.
In addition to our overall balanced ambition, Creandum is directing particular attention toward actions that support the representation of gender and ethnicity. These efforts touch our own Creandum organization, our engagement with founders and portfolio companies, and the broader entrepreneurial ecosystem we are able to influence. .
We recognize gender is not only men vs women, but for these initiatives, we are focusing specifically on representation of women in tech.To keep us mindful of our own biases and to encourage extra effort in finding talent from underrepresented ethnicities, we believe it’s worth mentioning it explicitly here.
In all hiring processes at Creandum, we strive to build a candidate pipeline that, at the final round, reflects strong representation of underrepresented gender or ethnicity candidates.
Creandum is a meritocracy, all hiring decisions are based on merit. We never hire anyone because of diversity traits - only on their experience, skills, and attitude.
ALL MENTORS ARE COMMITTED TO INCLUSIVE LEADERSHIP WHICH MEANS:
We treat everyone with fairness and respect.
We appreciate everyone’s uniqueness.
We do our utmost to provide resources and support for everyone to achieve their full potential.
We use gender-neutral language.
We measure inclusion across gender within the organization once per year.
Creandum employees are encouraged to combine parenthood and work and the firm understands and supports the practical implications of this with for example flexible work hours. We also believe parenthood should be distributed equally regardless of gender.
When the firm acquires services, such as for example legal, banking, or recruiting, we encourage service providers to staff our project with balanced team members across gender and/or ethnicity.
In our internal procedures in connection with investment opportunities, we consider the company’s business and sustainability risks, as well as their view on inclusion.
When Creandum is leading a round, we do our utmost to involve and invite angel investors of diverse backgrounds.
We support and help portfolio companies improve their hiring and inclusion, with practical tools and best practices.
We measure gender distribution in the top end of the deal flow funnel.
Maintain and promote Creandum’s Balanced Ambition: Knowledge Bank.
For any event hosted by Creandum, ensure participation with representation of all genders and people of different ethnic origins.
In all visual external communications (e.g. website, job descriptions), help build non-obvious role models by highlighting women and people of different ethnic origins.
Whenever invited to speak at an event where diversity is missing, offer up Creandum’s seat on stage to females and people of underrepresented ethnic origins.
These targets have been set with the purpose of driving our cultural efforts forward in a tangible and measurable way, and to force us out of our conscious and unconscious biases. These are firm-level ambitions and engagement initiatives, and are not intended to constitute binding investment restrictions, allocation targets or environmental or social characteristics for any Creandum fund unless expressly stated in the relevant fund disclosures.
A balanced team: Creandum’s target is that the organization shall have a gender split of 40/60 across three organizational dimensions
Partners
The whole investment team
The Creandum organization as a whole.
Team inclusion: There shall be no differences in perceived inclusion and job satisfaction within the Creandum team, as measured once per year between genders.
Portfolio and deal-flow monitoring: We aim to monitor the share of new investments made by Creandum-advised funds in gender-balanced teams or women-led teams. To be considered a gender-balanced team, at least two genders (women, men, and others) should be represented as founders and/or the CEO.
Creandum is a meritocracy and any investment recommendation or investment decision relating to a Creandum-advised fund will be based on such. Creandum-advised funds never invest in any team because of diversity traits, and any investment is only done based on fundamental early-stage conviction of the company.
Last updated: September 2026