LATEST UPDATES
European mid-market private equity returns accelerate to 16.9 % to the end of 2023
accelerating from the previous year . The figure was well in excess of the 7.15 % generated by the equivalent European public equities benchmark over the same period and far ahead of the 13.29 % return created by North American peers .
Invest Europe , an association representing Europe ’ s private equity , venture capital and infrastructure sectors , as well as their investors , has released Mid-Market Private Equity : Europe ’ s Engine for Growth , the 2024 edition of its report that reveals the far-reaching economic and social benefits of mid-market private equity investment across Europe .
Mid-market private equity funds delivered returns of 16.90 % net IRR to investors since inception to the end of the 2023 ,
Companies backed by mid-market private equity added over 160,000 net new jobs in 2021 – 2022 , equating to 7.9 % employment growth , almost four times the European job creation total of 2.0 %. Those jobs were added in companies at the heart of Europe ’ s sustainable and Digital Transformation , with 20 % more workers hired in the energy and environment sector , 15 % more in ICT and 10 % in finance and insurance , a sector fuelled by Europe ’ s strength in dynamic FinTechs .
Europe ’ s mid-market private equity segment could not avoid the turbulence affecting markets in 2023 , with investment contracting to € 35 billion and the number of companies backed dropping to 1,067 . However , investment by value and number of companies remained ahead of the pre-pandemic levels and roughly two times the total witnessed a decade earlier .
Professionals from a ‘ working class ’ background least satisfied with their career
New research from global talent solutions business , Robert
Walters , reveals that a professional ’ s socio-economic status / situation has the biggest impact on their work / life than any other diversity characteristic – impacting their tenure , salary growth , progression and work-related wellbeing .
It revealed that a third of white-collar professionals who derive from a working class background have stated that their employer fails to meet their expectations while just 35 % of professionals from a working class background feel that their pay is an accurate reflection of the work that they do – vs . 60 % of upper middle class professionals . professionals have not negotiated for better pay is due to lack of confidence . Thirty percent of working class professionals stated that they have ‘ never ’ negotiated for a pay increase because they ‘ didn ’ t think their employer would offer them a pay rise ’.
Research findings revealed that those from higher social class backgrounds are more likely to have the knowledge and resources needed to progress in their career and the least likely to have no idea how to get a promotion at all .
Working class professionals are over twice as likely to be living pay cheque to pay cheque with no disposable income .
Upper middle class professionals are not only the most likely to be satisfied with their pay , but they are also the most likely to negotiate for a higher salary and find success in their negotiations . The leading reason why working class
www . intelligentcxo . com
9