We maximise our research-based activity with additional strategies:
Monitoring call list composition
We look beyond the seemingly obvious candidates to ensure a deeper and more diverse list. The direct correlation between those contacted from diverse professional and personal backgrounds and the number of eventual candidates is clear in our results.
Expanding into networks
We frequently engage with diversity-led professional networks and their executive teams to identify active members or alumni who we can talk to and enhance our candidate lists.
Addressing concerns and supporting diverse candidates
When there is a relatively small number of individuals with diverse backgrounds we spend more time supporting them, discussing challenges. We consider how their skills and motivations fit well for the opportunity to encourage greater motivation to participate as a leadership candidate.
Personalised and purposeful follow-up whether successful candidate or not
We always ensure we provide robust and informed feedback to each candidate, offering advice and consideration for future opportunities. This respectful and supportive approach is acknowledged by individuals across a range of backgrounds who trust our confidentiality, discretion and professionalism and are happy to engage with us about future roles.
Partners advocating diversity
Our consultants speak regularly on the theme of diversity and inclusion and the challenges and opportunities it brings at events and initiatives across the sectors in which we work. We host events for under-represented leaders and a Saxton Bampfylde Director sits on the diversity committee of our membership body, the AESC.