Access our historical ESG/SDG documents here.

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.

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

To learn more about how we process your personal data, click here.

Japan documents related to the Meridiam North America III (MINA III) and Meridiam North America IV (MINA IV) funds

> 0409_MINA III Form 21-3

> 0409_MINA IV Form 21-3

>Public inspection MINA III GP.pdf

>Public inspection MINA IV GP.pdf

>Public inspection MINA III GP.xlsx

>Public inspection MINA IV GP.xlsx

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.

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 2025 gender equality index in France is 85/100
This index measures professional equality and the pay gap between women and men in French companies since 2021.
Intended for companies with at least 50 employees, it is based on five criteria: the gender pay gap, the gap in annual raises, the gap in promotions, raises upon return from maternity leave, and the proportion of women among the ten highest earners in the company.

In 2025, we managed to maintain a score well above the minimum standard (75 out of 100), and have done so consistently since we began calculating the index. This result reflects a deep and structured commitment to real and lasting equality.

This score is based on long-term initiatives and an active diversity and inclusion strategy, including:
• Increased recruitment of women in operational roles, particularly in technical professions that have traditionally been less feminized.
• A structured partnership with the Fondation des Ponts, which helps to strengthen the pool of young female talent and support female students’ access to careers in engineering and infrastructure.
• The implementation of a professional development plan dedicated to women with potential, including mentoring, career path support, and leadership programs.

To take this further, Meridiam is also developing several additional strategic initiatives inspired by best practices observed in our sector:
• Regularly conducting pay gap studies to identify and correct differences
• Strengthening our commitments by signing sector charters and institutional partnerships
• Rolling out a structured mentoring and sponsorship program to promote women’s access to positions of responsibility and their career advancement in international environments
• Integrating inclusion issues into management training to develop a culture of exemplary behavior and consistent inclusive management across the group
• Enhanced monitoring of women’s representation in management bodies and key functions, with measurable multi-year targets
• Global awareness-raising initiatives across all Meridiam offices, led by our teams around the world, to foster a diverse, safe, and equitable work environment

Meridiam is a signatory to the France Invest charter, which aims to promote gender diversity, and for several years the company has been measuring the performance of its portfolio assets on SDG5 “Gender Equality” using Simpl., a tool for measuring the sustainable impact of assets.