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Jo Sweetland, Managing Director
“A global talent advisory firm, Green Park is an industry pioneer in building diverse, senior leadership teams and more equitable workplace cultures.”
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Jo Heath, Managing Partner and Head of DICE
“Championing Diversity & Inclusion since our inception, we are driven by the core belief that there’s no shortage of talent, only opportunity.”
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Kai Adams, Managing Partner
“We deliver sustainable business value on a global scale to help organisations bring the future into focus.”
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Trevor Phillips, Chair
"Our clients benefit from our data-rich insights into what will drive productivity today and continue innovation through turbulence tomorrow.”
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Jo Sweetland, Managing Director
"Our candidate care lasts long past the point of placement and is key to the rich relationships we build from a foundation of trust, authenticity, transparency and inclusion."
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Raj Tulsiani, CEO & Co-Founder
“We founded Green Park in 2006 with a mission to change the face of leadership. We retain that same passion and entrepreneurial spirit today as when we started.”
The Requirement
When the Nuffield Trust required two Trustees for their organisation, they turned to Green Park. A long-standing partner of the organisation, the Nuffield Trust asked us to conduct a national search that sought out diverse candidates from across the UK. The results? A shortlist so strong, the client recruited not two Trustees, but four.
- Green Park was the client’s first choice to find two Trustees
- A rigorous national search was launched and mapping of candidate landscape
- Eight names went through to interview
- The shortlist included diverse, non-London based candidates
- Client recruited two Trustees – and two more candidates on top
The Challenge
The Nuffield Trust is an independent think tank whose mission is to improve healthcare in the UK through evidence-based research and policy and analysis. Thanks to Green Park’s strong relationship with this respected organisation, our consultants were commissioned to find two new Trustees.
The brief was challenging. Candidates needed an established track record of achievement in their field, experience of working at board level, an understanding of the principles of governance and a keen interest in, and ability to connect strongly with, the Nuffield Trust’s vision and values. And that wasn’t all. The Trust was also keen to look at candidates across the country, rather than a small, London-centric pool. Finally, there was the task of increasing the diversity of background, experience and thinking on the Board. The Trust wanted to ensure their work continued to be relevant to all those who deliver and use health and care services across the UK.
The Project
After conducting research with the client to establish every aspect of the brief, it was time to launch a search. Green Park set about mapping the market on a national scale, keeping the client informed every step of the way. This relationship proved important, with the client agreeing to adjust the selection process. To find the best candidates, Green Park suggested introducing a five-question format. Candidates answered questions about values, opportunities and challenges; each one painting a clear picture of their philosophy. This values-based perspective proved extremely helpful in the selection process when combined with other data.
Meanwhile, our search had found good potential candidates who had never been through board-level recruitment before. Our consultants therefore stewarded these candidates through the process, creating a level playing field for all involved.
The Results
Our Green Park consultants used their expertise to add value wherever possible: persuading the client to adjust the selection process and consider candidates who were at the beginning of their executive journey. This meant every candidate had an equal opportunity to shine.
The result, after an extensive, national, cross-sector search, was eight candidates who went through to interview, of which 75% were female, 25% were people of colour and 12.5% declared a disability. The list also included non-London based candidates as requested.
Due to the strength of the field, the Trust appointed not two, but four new trustees. The appointed candidates were 50% female and 25% people of colour.
The search also resulted in several candidates opening conversations about engaging with the Trust in a non-trustee capacity. All in all, it was a hugely positive result for the Trust that bodes well for the organisation’s future.
Martin Marshall
Chair of the Nuffield Trust
“Green Park ran an excellent recruitment exercise which resulted in an exceptionally strong field, indeed so impressive that we appointed four new trustees, as opposed to the two we originally sought.”
52%
Female Search Placements
29%
Ethnic Minority Placements In The Private Sector
1000+
Senior Leaders Trained By Our DICE Consultancy
84%
candidates retained 4+ years
Case Studies
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Diversity, Inclusion, Culture and Ethics (DICE) consultancy
Green Park's mandates span the Private and Commercial and Civil Society and Government sectors, due to this many of our Executive Search and Interim roles are confidential and not advertised.
Please get in touch to find out about all available opportunities and we’ll be happy to assist.