DVC Digest: March – Marching Toward Culture Add

March is here, bringing the first signs of spring 🌱—a season of growth, renewal, and fresh perspectives. As we embrace this shift, we’re focusing on Culture Add—moving beyond “culture fit” to build teams that thrive on diversity, innovation, and new ways of thinking. This month, we’ll explore how VCs can foster more inclusive hiring practices and create environments where difference isn’t just accepted but celebrated.

We’re also covering the latest ecosystem events, sharing highlights from where the Diversity VC team has been, and rounding up some thought-provoking reads and listens to keep you inspired.

And as Ramadan begins, we’d like to wish all who are observing a peaceful and blessed month. Ramadan Mubarak! ✨

Let’s dive in!

This month’s newsletter includes:

1. DVC Digest Spotlight: Moving from Culture Fit to Culture Add

2. Upcoming Events & Opportunities

3. Diversity VC in the Wild

4. What we’re reading/listening to

Read time: Approximately 6 minutes

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DVC Digest Spotlight: Moving from Culture Fit to Culture Add

For years, companies have prioritised “culture fit” when hiring—seeking candidates who blend seamlessly into existing teams. But this approach can unintentionally reinforce sameness, limiting fresh ideas and innovation. Instead, it’s time to shift towards culture add.

Prioritising culture add means looking beyond shared backgrounds and perspectives to embrace diverse ways of thinking. When companies welcome individuals who bring different problem-solving approaches, they build more adaptive, creative, and resilient teams.

This shift also challenges traditional hiring biases. Instead of asking, "Will this person fit in?" the better question is, "What new perspectives can this person bring?"

By embracing culture add, companies unlock innovation, foster inclusion, and future-proof their organisations.

Three Ways VC Funds Can Prioritise Culture Add

1. Redefine Hiring Criteria
   Move beyond “gut feel” assessments and clearly define what skills, perspectives, and experiences will enhance your team’s decision-making. Ensure job descriptions distinguish essential from desirable qualifications, so candidates from different backgrounds feel encouraged to apply—even if they don’t meet every single requirement. Focus on potential and transferable skills rather than rigid checklists that may unintentionally exclude diverse talent.

2. Diversify Interview Panels
   A diverse hiring panel brings multiple perspectives to candidate evaluations, reducing unconscious bias and broadening the definition of success. This helps assess not just how someone fits in, but how they contribute to the firm’s long-term vision.

3. Build Inclusive Talent Pipelines
   Culture add isn’t just about who you hire today—it’s about who you invest in for the future. Develop structured internship and associate programmes that bring in diverse talent. Offer mentorship and growth opportunities for underrepresented groups. And, most importantly, think beyond immediate hiring needs to create a long-term strategy for diversifying your pipeline.

By shifting the focus from fit to add, VC funds can foster teams that are not only more inclusive but also more innovative, adaptable, and forward-thinking.

It’s time to move beyond fit—because real progress happens when we make room for difference.

This spotlight was inspired by one nugget shared during our recent Diversity VC roundtable, where industry experts Abadesi Osunsade (Hustle Crew) and Yael Nevo (Gender Rise) joined the conversation. Looking for more support? Our framework is designed to help you measure and enhance your diversity efforts, all while working towards achieving internationally recognized certification through the Diversity VC Standard.

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Upcoming Events & Opportunities

SuperReturn North America (17-19 March): North America’s must-attend private capital event | The InterContinental Hotel, Miami | Take 10% off w/ DVC discount code FKR3564DVC or use this link

Honordex Awards Ceremony 2025 (19 March, 8:00-10:00 AM GMT): Celebrating excellence in DEI | London | register HERE.

WEBINAR: Building a Tech Stack Like Speedinvest (20 March, 10 AM PT | 1 PM ET | 5 PM GMT): Learn from Speedinvest’s approach to building an effective tech stack | Online | register HERE.

Redefining Inclusion: A Conversation on Disability, Advocacy, and Equity (25 March, 6:30-7:30 PM GMT): Explore critical topics surrounding disability inclusion and accessibility | London | Sign up Here.

Morgan Stanley Inclusive & Sustainable Ventures Lab – Applications Open: Providing capital, content, connection & community for diverse founders | More information HERE

The L&D Challenge in Startups & Scale-Ups: Doing More with Less (April 1, 6:00-9:00 PM CEST): A deep dive into learning & development strategies for growing teams | Berlin | register HERE.

WEBINAR: Due Diligence 2.0 – Strategies for the AI Era (April 3, 10 AM PT | 1 PM ET | 6 PM BST): How AI is reshaping due diligence in venture capital | Online | register HERE

Rare Founders Demo Day (14th April): London’s Largest Demo Day is back - See more information here.

[Members’ Only] DVC Roundtable on The Inclusive Talent Playbook (30th April): Inclusion experts Katie Bouton (Founder & Managing Partner at TAVO) and Natalie Gil (Co-Founder of Darshana) join the DVC Standard Roundtable to discuss how to build innovative teams. Become a member.

SuperVenture (2-4 June): the LP/VC connection point | The Hotel Palace, Berlin | Take 10% off w/ DVC discount code FKR3595DVC or use this link

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🌎 Diversity VC in the Wild:

Our CEO, Meghan, was at the First Close, AllRaise, VentureESG NYC Dinner, and later that week, she joined the NYCEDC Founders Fellowship 2025 Launch Party—a buzzing celebration of the next generation of founders.

Live from New York: Meghan (Diversity VC), Jackson (LGBT+ VC), Mariela (Somos VC), Paige (AllRaise), Kareema (BLCKVC), and Candice (Venture Forward/BLCKVC).

Meanwhile, across the pond, in London, Abi co-hosted Connect & Strengthen: Mat Pilates alongside Alice Garnier from Capsule Insurance—bringing together individuals in VC for a unique mix of networking and movement.

Post-Workout Glow & Shakes: From Left - Right : Alice (Capsule), Ayala (Crane VC), Hannah (Frontline VC), Eleanor (Bek Ventures), Georgia (Giant VC), Maria (Octopus ventures), Shruti (Future Planet Capital), Sami (Oxford Sciences Enterprises), Isabel (Highland Europe) and Abi (Diversity VC).

We brought our DVC members together for an insightful roundtable featuring industry experts Abadesi Osunsade (Hustle Crew) and Yael Nevo (Gender Rise). Under Chatham House rules, members from across Europe, the US, and South America openly shared their biggest pain points—turns out, we’re all tackling similar challenges when it comes to inclusion and productivity.

We also co-hosted an inspiring Lunch & Learn session with Marquesa Finch, co-author and sponsor of California’s groundbreaking Senate Bill SB-54 (2023), alongside Hephzi Pemberton, Chair & Founder of Equality Group. SB-54 is a California law that will require VC firms to report on the diversity of their portcos starting in 2026. Founders, investors, and industry leaders joined the conversation to explore how similar initiatives could be championed in other countries.

Marquesa Finch sharing her invaluable experience in building SB-54 (2023) at our insightful Lunch & Learn session.

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📚 What we’re reading + listening to:

Techish Podcast: Did Stormzy Sell Out? Meta Layoffs, Cowboy Carter, And DEI Backlash

Bloomberg: McKinsey Champions Diversity While Rivals Abandon Targets

The News Agent: Ash Sarkar, Is identity politics rotting the left?

What Now? with Trevor Noah: RIP… D.E.I. with Ruha Benjamin | What Now? with Trevor Noah Podcast

Charity.wtf: Corporate “DEI” is an imperfect vehicle for deeply meaningful ideals

USA today: NFL Commissioner Roger Goodell defends DEI programs

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