DEI Policy

Our DEI Policy

Spindletop Capital is committed to workforce diversity, creating equity across our systems, and fostering and advancing a culture of inclusion. Our culture of belonging is about uniting different backgrounds, beliefs, and experiences in an environment where everyone feels valued and works together to achieve more significant outcomes. Our Mission is to create an inclusive environment and respect the dignity and diversity of all people. It guides how we engage with one another and inspires us to take purposeful action to support the patients, consumers, customers, employees, and communities we serve. This makes diversity, equity, and inclusion (DEI) everyone’s responsibility—that of every employee around the globe.

Spindletop Capital’s Diversity, Equity & Inclusion Policy sets out the principles and requirements by which the firm will enhance diversity, equity, and inclusion throughout the firm, the Spindletop Capital portfolio companies, and our communities. The Policy is applicable—but not limited—to our practices and policies on recruitment and selection; investments; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs; layoffs; terminations; and the ongoing development of a work environment built on the premise of gender and diversity equity. The Policy applies to all employees and anyone conducting work on behalf of Spindletop Capital with a commitment to implement DEI principles in each of our portfolio companies intentionally.

Spindletop Capital’s DEI and Impact Council will oversee the building and lead the firm’s efforts to advance DEI. Our DEI strategy is based on four strategic pillars designed to accelerate how we bring innovative healthcare solutions to an increasingly diverse world.

Our DEI strategy enables us to foster our culture of inclusion and belonging, build a workforce that reflects the diverse communities we serve, infuse DEI into all areas of our business to drive innovation and growth and transform talent and business systems to achieve equitable access and outcomes for all.

The four pillars within the firm’s evidence-based strategy are intentionally interconnected and must work together.

We are accelerating our culture of inclusion, where every individual belongs. The outcome is to foster a culture of belonging aligned around a global inclusion strategy that reflects local nuances and regional priorities across the globe.

It is also critical to embed DEI into our business strategies to better serve the needs of our diverse patients, consumers, and customers. We believe this positions our businesses to deliver on our promise to solve the world’s most challenging health issues.

We are continuing our work to build a workforce that reflects the diversity of our communities. We seek to create a globally diverse workforce that reflects the vast range of communities we serve, to ensure that we understand and serve global and local markets.

We are also elevating our focus on achieving equitable access and outcomes.

Policy Guidelines

Diversity, Equity & Inclusion Vision

Be yourself, and change the world. Our vision at Spindletop Capital is for everyone to use their unique experiences and backgrounds to spark solutions that create a better, healthier world.

Diversity, Equity & Inclusion Mission

Make diversity, equity, and inclusion how we work daily. Our Mission is to make diversity, equity, and inclusion our way of doing business. We will advance our culture of belonging, where open hearts and minds combine to unleash the potential of the brilliant mix of people in every corner of Spindletop Capital and our portfolio. We will create equity by tailoring tools and resources to meet individual needs and continuously improving our systems and processes so everyone can reach their full potential.

Employee Responsibilities:

DEI is everyone’s responsibility at Spindletop Capital. It requires purposeful action every day. Every employee is responsible for:

Respecting the dignity and diversity of all people.
Creating an inclusive environment free from discrimination, harassment, and bullying.
Enhancing their awareness of potential unconscious bias and how that might hinder our ability to be more inclusive and collaborative with one another.
Focusing on conscious inclusion to be more intentional with their actions to drive diversity, equity, and belonging.
Committing to an individual goal as part of annual goals and objectives-setting to help Spindletop Capital meet our DEI responsibilities.

People Leader Responsibilities:

Additionally, people leaders are accountable for specific DEI responsibilities and achieving DEI outcomes as part of their job performance. These responsibilities include but are not limited to the following:

Ensuring that employment-related decisions are free from discrimination.
Setting individual DEI goals to foster diverse representation and an inclusive environment within their teams.
Engaging in conscious inclusion and other behaviors that promote equity.
Mitigating potential unconscious bias in employment decisions and talent practices (including performance and development, compensation, and hiring).
Drawing from a broad pool of talent in a region to inclusively reach talent, create diverse slates, and, ultimately, a workforce that reflects the communities we serve.
Providing reasonable accommodations for qualified individuals with a disability and those with needs related to their religious observance or practices in recognition of personal religious expression. What constitutes a reasonable accommodation depends on the facts and circumstances and is addressed on a case-by-case basis.
Creating an inclusive and safe work environment that supports DEI and behaviors that reinforce our values.

Cultivating a culture that inspires respect for all employees, customers, vendors, contractors, and others in the work environment.
Contacting General Counsel or the DEI/Impact Council members when becoming aware of an employee who may be subject to discrimination, harassment, or bullying, either by receiving such a complaint or otherwise receiving information about such conduct.
Appropriately address any other behavior inconsistent with this or other policies or applicable laws relating to equal opportunity, diversity, equity, or inclusion.

Discrimination, Harassment, and Bullying:

Spindletop Capital provides equal opportunities for employment. We base employment decisions on merit, considering qualifications, skills, performance, and achievements. We do not tolerate discrimination against any employee or applicant for employment based on non-work-related personal characteristics, such as race, color, religious beliefs, pregnancy (including childbirth or related medical conditions, as well as breastfeeding needs), gender, sexual orientation, gender identity or expression, transgender status, national origin, ethnic origin or background, social origin, family or marital status, age, disability (physical or mental), medical condition, genetic information, union membership, veteran’s status, or military service.

We provide reasonable accommodation to qualified individuals with a disability and individuals with needs related to their religious observance or practice.

All of us have a right to work in an environment free from the demoralizing effects of harassment or unwelcome offensive or improper conduct. Our Company will not tolerate harassment, bullying, or behavior that could lead or contribute to harassment of employees by managers, supervisors, or co-workers. We also will actively seek to protect employees from harassment or bullying by non-employees in the workplace. Similarly, Spindletop will not tolerate harassment or bullying by its employees or non-employees with whom our employees have a business, service, or professional relationship. This also extends to conduct that takes place off Firm premises (including on social media) that could reasonably impact employees or others within our workplace.

Reporting Inappropriate Conduct:

If an employee believes that they or another individual has been subjected to conduct prohibited by this Policy, the employee is urged and expected to report the relevant facts promptly. An employee may make a report either orally or in writing. Concerns can be raised to any member of Spindletop Capital management, directly to DEI/Impact Council members, or via phone to the General Counsel (where permitted by local law) of suspected concerns or potential violations of our policies or the law. We communicate our Policy broadly so that employees and others who work with us know this channel exists for them to raise grievances at any time.

We take allegations of discrimination, harassment, and bullying seriously and ensure they are appropriately investigated. All reported incidents will be investigated with an effort to keep the source of the report confidential, with the disclosure of information as appropriate to facilitate the investigation or resolution of the matter.

Spindletop Capital encourages employees to report in good faith any possible violation of this Policy.

Prohibition of Retaliation

We will not tolerate threats or acts of retaliation against any individuals because they report conduct reasonably believed to violate this Policy or in good faith, provide information in connection with a report or investigation of any such conduct.

Consequences

Employees who do not comply with this Policy or are found to have engaged in discrimination, harassment, or bullying, will be subject to appropriate disciplinary action, up to and including termination of employment.

Considerations

It is the responsibility of each Company’s management and employees to be familiar with and comply with the local equal opportunity laws and regulations governing the business activities they engage in. Accordingly, to the extent that following local law would conflict with this Policy, local law must be adhered to.

Right to Terminate or Amend Policy

The Company reserves the right to modify, suspend, change or terminate this Policy at any time in accordance with local law. This Policy does not create any contractual rights or obligations, whether expressed or implied. Subject to local law, the English-language version will prevail.

DEI POLICY