MOXIE PLATFORMS

RETAIN WOMEN

DRIVE GROWTH

About

Who We Are

Introducing Moxie.

We build customized women's platforms that drive activation, retention, and outsized firm growth.

Portfolio

Why We Build

Women in leadership roles are leaving the workforce.

It's impacting your performance, profitability, capital inflows, and your brand.

Private equity funds with gender-balanced senior investment teams generate as much as 20% higher returns than funds with predominantly male or female teams.

Investment committees with at least one female representative deliver IRRs higher by an average 12% and cash returns better by 52 cents per dollar invested for mixed teams.

The average cost of replacing an employee can range from 50% to 213%of an employee's annual salary, depending on role.

Companies in the top quartile for gender-diversity were 25% more likely to outperform industry-median EBIT growth than bottom-quartile companies.

Companies with greater gender representation product a greater proportion of revenue from innovation (45% total) than from companies with below average gender representation (25%).

Capital allocations to gender-balanced teams are 2x higher.

Current strategies to retain women talent

are not moving the needle.

The attrition rate among senior women in asset management is 30% higher than that of men's.

Only 15% of women in asset management are promoted to executive roles, compares to 33% of men.

Men in investing roles are 50% more likely to be promoted than their female investing colleagues.

Women in hedge funds face a 25% higher attrition rate compared to men.

Women hold only 20% of managing director roles and 15% of managing director investing roles in private equity funds globally.

Only 9% of private equity investment committees have female representation.

We build platforms that change the game.

Clients

HowWe Build

We use a simple, three step process that is seamless, efficient, and effective.

We begin by getting a sense of the firm's history, culture and vibe.

We meet the firm's leadership team to discuss the firm's track record, commitment, and goals concerning the professional development of its women.

We conduct one-on-one interviews with your female professionals to assess strengths and potential gaps.

We report our findings and provide feedback to leadership.

Disrupt

How We Disrupt

We've got the secret sauce and we use it to design platforms that crush.

We know what women want.

Effective communication. Clear career roadmaps. Superior role models who showcase that you actually can have it all. Witnessing excellence. Consistent mojo. To work in environment that wants women to thrive for the long term. We know what will keep women activated and loyal to your organization - and we build our platforms around that.

Contact

About Us

We're doing something different. Because it's time for different results.

WE ARE NOT A DEI FIRM.

We are not a women's advocacy group.

We do not host DEI trainings.

We do not provide DEI consultancy services.

We do not build safe spaces or support groups.

We do not build "feel good" programs.

MOXIE PLATFORMS

Who We Are

Why We Build

Private equity funds with gender-balanced senior investment teams generate as much as 20% higher returns than funds with predominantly male or female teams.

Investment committees with at least one female representative deliver IRRs higher by an average 12% and cash returns better by 52 cents per dollar invested for mixed teams.

The average cost of replacing an employee can range from 50% to 213%of an employee's annual salary, depending on role.

Companies in the top quartile for gender-diversity were 25% more likely to outperform industry-median EBIT growth than bottom-quartile companies.

Companies with greater gender representation product a greater proportion of revenue from innovation (45% total) than from companies with below average gender representation (25%).

Capital allocations to gender-balanced teams are 2x higher.

The attrition rate among senior women in asset management is 30% higher than that of men's.

Only 15% of women in asset management are promoted to executive roles, compares to 33% of men.

Men in investing roles are 50% more likely to be promoted than their female investing colleagues.

Women in hedge funds face a 25% higher attrition rate compared to men.

Women hold only 20% of managing director roles and 15% of managing director investing roles in private equity funds globally.

Only 9% of private equity investment committees have female representation.

HowWe Build

How We Disrupt

About Us

WE ARE NOT A DEI FIRM.

Contact us