Sustainability strategy
Key documents
Download our policies, charters and sustainability rating assessment, and browse the full archive of our annual impact reports.
ESG/SDG documents
Impact Reports
Read detailed analysis of our work’s impact, benchmarked against a framework of ESG and SDG targets and performance indicators.
Statement on principal adverse impacts of investment decisions on sustainability factors
As referred to in Article 4(1), point (a), of Regulation (EU) 2019/2088, below is Meridiam published statement in the format of the template set out in Table 1 of Annex I of Regulation (EU) 2022/1288.
Compliance documents
As a regulated fund manager, Meridiam SAS adopted a claim policy for its investors. Meridiam investors’ claim policy is available on the Investors Platform.
Meridiam also adopted the following policies that are available on the demand of its investors:
- Best selection / best execution policy
- Conflicts of interests policy
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North America documents
Japan documents related to the Meridiam North America III (MINA III) and Meridiam North America IV (MINA IV) funds
>Public inspection MINA III GP.pdf
>Public inspection MINA IV GP.pdf
Tax information
Amount of corporate taxes paid by Meridiam Group (management company) in 2024:
14,185K€.
Taxes paid by the portfolio companies are not available on a consolidated basis.
HR Policies - Diversity, Inclusion and Social Policies
Gender & professional equality within Meridiam
True to its signature, For People and The Planet, Meridiam has placed people at the center of its concerns since its inception.
Meridiam promotes Professional and Gender Equality through the continuous implementation of policies and initiatives, working groups, information and prevention sessions, and awareness raising.
Meridiam’s gender diversity is a source of innovation and economic performance, and plays a sustainable role in Meridiam’s development, considering current and future societal changes. In February 2025, we have 37 nationalities represented in our 10 offices and 36% of women.
Meridiam has launched an initiative in mid-2021 to further promote professional equality between women and men. As a result of this work, new actions have been and continue to be deployed by the company in 2024, including:
- Promoting professional gender diversity in operational activities, and be an attractive and fair gender equality workplace and a supporter of work-life balance,
- Be an attractive and competitive employer and player in the market, in being inclusive in our recruitment and in our Talent Development policy & through our entire employer Branding & Employee Value proposition,
- Integrating the objectives of representation and promotion of women into the policy of forward-looking management of skills to identify bridges between professions,
- Intensifying partnerships with schools to attract talented women in engineering and finance and develop Meridiam’s visibility within networks.
Meridiam is also a signatory of the France invest charter for gender parity, which aims to promote gender diversity in private equity. One of the stated ambitions is to reach 25% of women in the investment committee (vs 13% in 2024), 25% of women in senior positions by 2030, then 30% by 2035 (vs 19% in 2024). And 40% of women in all positions in the investment teams by 2030 (vs 28% in 2024).
Meridiam has also a charter entitled “Family and career policy“, based on 5 main themes:
- Planning the expected duration of leave and preparing for the return,
- Maintaining the link between the employee and the company during the leave period with a care management approach,
- Facilitating work flexibility before and after the leave. This includes full autonomy in the management of working time to reconcile with personal life (e.g. medical appointments) and the search for childcare facilities,
- Commitments to encourage and promote professional development and career advancement upon return from leave,
- Application of the law concerning the impact on remuneration and maintenance of salary during parental leave.
In France, to support its employees’ parenthood, Meridiam has a partnership with a local childcare network, guaranteeing priority cradles for parents of newborn.
Meridiam’s 2024 gender equality index in France is 84/100.
This index measures professional and gender equality and the pay gap between women and men in French companies since 2021. This tool, intended for companies with at least 50 employees, is based on five criteria: the pay gap between women and men, the gap in annual increases, the gap in promotions, increases on return from maternity leave, and the share of women in the company’s ten highest salaries.
We have managed to maintain in 2024 a high above the minimum standard score (75 out of 100) that all companies should be committed in France since 2022. This index was obtained thanks to long-term initiatives and actions that we are continuously focusing on such as the increased recruitment of women in operational functions but also of young women via a partnership with the Fondation des Ponts, or the implementation of a dedicated professional development plan for women with potential.