Talent exists everywhere. Opportunity should too.
Inclusion is part of how we run every search, not an exception to it. The standards below apply to every mandate.
Five practices in every search.
Inclusive longlists
Every longlist is built from the whole market for the role, not only the networks that are easiest to reach.
Accessible assessment
Every candidate receives the same exercises and the same rubric, with reasonable adjustments for language or accessibility on request.
Checks on affinity bias
Criteria are written before candidates are known, and every shortlist decision is tested against them rather than against familiarity.
Transparent candidate treatment
Every candidate is briefed candidly, told where they stand and given feedback when a process closes.
Representation in view
Where the law allows and the client wishes, we report the composition of the longlist and shortlist as the search moves.
Special terms, passed forward.
Some of the strongest leaders we meet have followed careers that do not fit a conventional pattern: leaders moving from military service into business, leaders returning after a career break, experienced leaders later in their careers, and leaders with disabilities. When a client appoints such a leader through us, we offer special terms, and we invite the client to direct the value of that saving to education or healthcare in the country where the leader is appointed.
Where we introduce such a leader to an organisation that had not engaged us, and the leader is appointed, we treat the placement as pro bono and ask only that the organisation make a donation of its choosing to a relevant institution.
Terms are agreed case by case and confirmed in the engagement letter.
Building a more representative leadership team?
Talk to us about how we run an inclusive search.