Looking across all of our core markets, it’s clear diverse organizations have greater success attracting and retaining talent whilst driving successful strategies, innovation and financially outperforming their peers.
Despite a high level of awareness, few companies have adequate programs positioned to deliver results, why?
The challenge fundamentally is creating an organisation that is fully equitable and inclusive. This must run through their DNA – from leadership, systems, infrastructure, supplier base to every facet of the business without impacting their ability to remain leaders amongst competitors. Knowing where to start and where to focus is key.
We structure DE&I programs to help companies attract, develop and retain diverse talent. Since day one, achieving a strong diversity mix (over 50%) in our shortlists has been at the centre of our delivery model. However, this is often a reactive exercise.
To build an impactful DE&I pipeline requires a proactive program that identifies, attracts and secures diverse candidates across all leadership functions (particularly those in notoriously challenging areas).
Assess challenges & define DE&I hiring strategy
Assess challenges & define DE&I hiring strategy