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.

In accordance with Regulation (EU) 2019/2088 on sustainability‑related disclosures in the financial services sector (SFDR), fund‑level SFDR disclosures are available on the Investors Platform.

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

> 20260317_MINA III ₋ Form 21-3 Explanatory_document

> 20260317_MINA IV ₋ Form 21-3 Explanatory_document

>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 2025:

19, 253K€

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 2026 Gender Equality Index in France is 83/100

The Gender Equality Index measures professional equality and pay gaps between women and men within French companies. It is based on several indicators covering pay gaps, individual salary increases, promotions, salary increases following maternity leave, and the representation of women among the company’s highest earners.

In 2026, Meridiam achieved a score of 83 out of 100, well above the regulatory threshold of 75/100. This result reflects our continued commitment to advancing gender equality across the organization and demonstrates a strong level of performance.

Gender equality is a core and long-term priority for us. We advance this commitment through concrete initiatives spanning pay equity, recruitment, career development, leadership and inclusive management.

Our initiatives include:

• continuing to monitor gender pay gaps and taking appropriate corrective action where necessary;
• supporting the recruitment and career development of women, including in operational and technical roles;
• developing mentoring, career development and leadership opportunities;
• promoting inclusive management practices and raising awareness across our teams;
• monitoring women’s representation in management bodies and key functions over time.

We recognize that progress requires sustained attention and continuous improvement. The 2026 Index therefore provides both a measure of the progress achieved and a basis for identifying areas where further action is needed.

We will continue to advance its diversity, equity and inclusion commitments through concrete initiatives and regular monitoring, with the objective of fostering an inclusive and equitable working environment and ensuring equal opportunities for all.

Meridiam is a signatory to the France Invest charter since 2020, 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.