-
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.”
-
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.”
-
Kai Adams, Managing Partner
“We deliver sustainable business value on a global scale to help organisations bring the future into focus.”
-
Trevor Phillips, Chair
"Our clients benefit from our data-rich insights into what will drive productivity today and continue innovation through turbulence tomorrow.”
-
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."
-
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 Requirements
Transport for London (TfL) serves an incredibly diverse city. But back in 2015, the organisation’s leaders were mainly white and male. A key review said TfL’s Board needed to be more representative of London’s demographics, so in 2016, Green Park helped TfL recruit 10 new, diverse leaders. Of those chosen, half were female, a third were BAME and one was disabled. This substantial shift had the potential to give the Board a more relevant perspective.
- Green Park helped Tfl change its Board to reflect the diversity of London
- TfL recruited 10 new leaders to meet the requirements of a key review
- Candidates were found by accessing Green Park’s extensive network of diverse, Board-level talent
Our Project
Refreshing the Board involved an interesting dual challenge. Not only did candidates need the requisite breadth of board-level experience and the depth of specialist expertise, they also had to increase gender, ethnicity and disability representation. Green Park therefore looked to leverage its networks of BME, female and disabled candidates with senior or board-level experience across public and private sectors, who operated in large-scale, complex, national and international organisations.
Given the nature of the relationship between the GLA and TfL, it was important to ensure that all stakeholders were consulted before agreeing the target list. Green Park therefore undertook a comprehensive consultation exercise, involving face-to-face meetings and telephone conversations. This gave key individuals the opportunity to express their views and give, where appropriate, the names of individuals they wished to be included in the search.
As a result of this exercise, Green Park focused its search on attracting individuals from industries such as financial services, retail, fast-moving consumer goods, construction, infrastructure and technology (including more entrepreneurial start-ups) as well as high-profile individuals in local, regional and central government.
The results
Green Park produced a strong shortlist of 24 candidates, of which 39 per cent were BAME, 52 per cent were female and 12 per cent were disabled. The shortlist was then taken forward to final interview with a panel chaired by the Deputy Mayor for Transport. Ten candidates were selected, with a number of others earmarked as potential future board members. Of the ten selected, half were female, a third were BAME and one individual was disabled. This represents a significant shift in diversity from the previous board, which – with a couple of notable exceptions – were predominately white males.
The depth of Green Park’s diversity networks, which allowed fast access to board-level, diverse talent, proved crucial to the success of this campaign. Also vital was the significant time and resource given to the campaign by senior members of the Green Park team. This ensured a high-touch approach to both client and candidate management.
As a result of the success of this campaign, Green Park was chosen to work with TfL and the Mayor on the appointment of the new commissioner for walking and cycling.
Take the next steps:
Find out more about Green Park’s Executive Search Practice
Learn more about our Transport and/or Government teams
32%
Ethnic Minority Search Placements
£1m
Social Value Projected Per Year
84%
candidates retained 4+ years
1000+
Senior Leaders Trained By Our DICE Consultancy
Case Studies
New: GP-Hai³
Green Park’s Hai³ has been created to make inclusivity a successful part of the workplace. It represents a ground breaking advancement in how organisations tackle the cultural challenges in DEI, Business Ethics, Retention and Inclusive Recruitment. Start your free 30 day trial today.
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.