Diversity Analytics

"A powerful report delivered yesterday by Trevor Phillips and Green Park Diversity Analytics into public institutions. In the main if refers to the big and very powerful public bodies which are falling behind even the private sector which has never been a standard bearer for equality and diversity. We all must welcome this report."

Simon Woolley, commissioner for race on the Equality and Human Rights Commission, 16th September 2014

Green Park Diversity Analytics (GPDA) is a subsidiary company of Green Park Interim Management & Executive Search. It contains a research and advisory capacity around promoting gender and ethno-cultural diversity for commercial advantage, chaired by Trevor Phillips OBE, that uses unique quantitative modelling to analyse the executive labour market by specific dimensions of diversity. It is the latest addition to Green Park’s range of resources and services, designed in partnership with our valued customers.

The research capacity of GPDA has released two thought-leadership reports to the media which are available upon request from this website.

The first piece, released in Feburary 2014, was The Green Park Leadership 10,000 which aimed to map out the top 10,000 employees in the UK operations of the FTSE 100 firms (including Main and Operating Board – known collectively as Top 20).

The marketing of the report and the commercial nature of the promotion around the business case for diversity allowed it to achieve mainstream recognition far beyond similarly themed academic pieces. The report gained attention in The Guardian, Daily Telegraph, Financial Times and countless other publications for its headline results around gender and ethno-cultural diversity in the Top 3 positions of Chair, CEO and CFO but provided significant and unique insight in analysing the future pipeline for these positions in the forms of the Operating Board and the levels below the Operating Board.

In September 2014, GPDA released its second piece which looked at the leadership of the public service institutions in the UK: the public sector and the charity sector in The Green Park Public Service 5,000. As well as the cognitive diversity case for the commercial benefits of diversity, this also attracted mainstream media appeal for appealing to the case that public serving institutions perform ineffectively if their composition does not represent the public that they profess to serve.

By comparing these results to the FTSE 100, one can gain an insight into which environments are conducive and not conducive to diversity and therefore isolate the conditions which facilitate diversity and those which do not. This helps inform the advisory arm of Green Park Diversity Analytics.

You can find out more about Green Park's unwavering commitment to diversity by visiting our diversity homepage or by reading any of our our guides below.