Case Study

How the Guardian Media Group Secured Google’s European President for Its Board

In 2024, a crucial appointment was required on the Board of the Guardian Media Group plc (GMG). The role was Senior...

Case Study

Sonnedix - Finding a CIO and Cyber Security Expert

Sonnedix is a leading international renewable energy producer. When Sonnedix required an interim CIO and Cyber Security...

Case Study

How the Nuffield Trust Went Looking for Two Trustees – And Finished With Four

When the Nuffield Trust required two Trustees for their organisation, they turned to Green Park. A long-standing...

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Case Study

Co-op Group Recruits a Leader to Take Funerals Into the Future

Following a competitive tender, Green Park was chosen to fill a uniquely interesting position, finding a commercial...

Inclusive Leadership Development & Capability Building

Our Diversity, Inclusion, Culture & Ethics Consultancy offer a range of sector-specific Learning & Development programmes tailored for each client’s specific requirements. Clients use our programmes to lower attrition rates and increase employee engagement, as well as reduce rates of sickness, absence and employee grievances.

Our unique training programmes for management, board and senior leadership can be conducted in groups or on a one-to-one basis. Our bespoke approach to training and development begins by requesting current data on diversity and previous feedback on processes, so that we can tailor our programmes to cover gaps and areas of weakness in how clients operate.

Our programmes can be used as a tool to navigate change and to empower sometimes difficult conversations to take place, with both trust and confidence…

Let’s make the uncomfortable, comfortable. Let’s talk about it!

Our strength in numbers

Workplace Culture

4000

engaged with over 4,000 employees to improve the workplace culture

25+

operated in 25+ countries

Race Equality Week

5m

Partnered to run Race Equality Week where 6,000 organisations took part, reaching over 5 million employees

Trained or Coached

2000

2,000 Leaders we have trained or coached

Repeat Business

88%

88% repeat business with clients

Average Tenure

2.2years

average tenure of client 2.2 years

Targeted development programme

300

Over 300 colleagues experienced positive action targeted development programme

Engagement

6000+

engaged with over 6,000 colleagues during our work which includes reviews, audits and training

Inclusive leadership Development Programme (ILDP)

Our Inclusive leadership Development Programme (ILDP) is underpinned by cultural connectivity. Cultural connectivity and curiosity are two interrelated constructs that assess an individual's ability to effectively perform in cross-cultural situations. At Green Park we believe that cultural connectivity and the ability to increase curiosity to learn about difference are vital components to enhance a leader’s awareness of DEI and to address both individual and organisational bias.

Our 2-part programme consists of a session focused on upskilling and leadership capability and a follow up session on building accountability and leadership actions. During both parts, leaders will increase their confidence and capability in this complex area and develop their cultural competency and DEI fluency so that they are best equipped to become allies. We do this be working through a 5-Step model:

Step 1: Cultural Curiosity
Step 2: Cultural Confidence
Step 3: Cultural Connections
Step 4: Cultural Dialogue
Step 5: Cultural Fluency

This programme is aimed at senior leaders and mid-managers but has also been adapted for HR and training professionals or those who make hiring decisions. We can deliver this as part of a leadership group and also offer one to one Executive Coaching for leaders.

Green Park has worked with senior executives (circa 1500) to develop their Cultural Connectivity and Racial Fluency. We have helped them to define what cultural competency means in their own organisation, the actions they need to take to develop their own personal curiosity and have highlighted the ways in which increased cultural confidence can enhance racial dialogue and DEI fluency to mitigate bias in behaviours and systems.

Women presenting to a group of professionals covering diversity, inclusion, culture and ethics

Our Inclusion Labs

Each lab allows you to share and learn, generate ideas and actions, critique current strategy while enhancing each stage of an employee’s journey in the company.

LAB 1 – AWARE: is an awareness-raising session to ensure all understand their responsibilities within this area and can explore critical issues that could hinder or facilitate the organisation’s ability to become more diverse and inclusive.

During this lab we will agree a common understanding of the business case for inclusion, focusing on both the moral and commercial case and consider what components create an inclusive environment. We will also explore local and global legislation related to equality law, bullying, harassment and discrimination, positive action, and positive discrimination.

LAB 2 – ALIVE: takes a 5-stage approach looking at all elements of the employee lifecycle as well as the commercial effect of your decisions. You’ll amass ideas throughout the lab by reviewing relevant data and insight embedded in an immersive board. This lab allows leaders and managers the opportunity to explore what personal commitments can be made and how these can be implemented, considering any barriers to progress and success measures. Each will leave the lab with a fully designed personal DEI action plan.

We also offer a range of bespoke labs or one-to-one coaching for leaders and their teams on all diversity and inclusivity topics, including racial fluency, gender identity, neurodiversity, LGBTQ+ awareness and mental health and wellbeing.

two diverse business people sitting opposite each other having a meeting

Alternative Training Programmes

Our ‘train the trainer’ approach coaches individuals from across your organisation to become DEI ambassadors and to enable them to facilitate a cascade of learning to their teams. To ensure the highest of quality, we observe all internal trainers as part of a broader roll out and provide confidential feedback and additional support to enable them to be an effective internal trainer and to feel equipped to address any difficult questions or internal challenge.

Another popular engagement route is reverse mentoring or sponsorship, where colleagues from gender and ethnic minority backgrounds mentor their leaders. As well as benefiting leaders, this approach provides employees who participate with greater visibility within their organisation as well as opening possibilities to broaden their own career aspirations.

Reverse mentoring and sponsorship programmes are an effective way of bridging the lived-experience gap between members of an organisation. This can be particularly useful where a senior employee might gain insights into the lived experience of a minority group, while the minority employee learns from the senior figure’s experience and advice and can safely share any barriers that they have experienced.

News & Insights

News

19 March, 2025

How to Be an Indispensable CMO

The proportion of CMOs with a seat at the top table is gaining traction as the business focus on customer experience ram...

News

6 March, 2025

It’s Time to Stop Hoping for More Female CEOs - And Start Acting

This International Women's Day, Green Park's Managing Director, Jo Sweetland, highlights the lack of progress in appoint...

News

18 February, 2025

Unlocking Your Potential: The Power of Transformational Leadership

Did you know that 70% of employees don't feel engaged at work? This staggering statistic highlights a critical issue th...

News

27 January, 2025

Green Park Proudly Powers Race Equality Week and Launches GP Hai³: The World’s First Workplace Culture AI Coach

As co-founders of Race Equality Matters, Green Park is excited to announce Race Equality Week (REW) 2025 Feb 3rd - 9th, ...

News

6 January, 2025

Driving Productivity Through Inclusion

In today’s fast-moving world, building an inclusive culture isn’t just a buzzword—it’s a must fo...

News

26 November, 2024

Why Chemistry Matters

Confidant, sounding board, safe pair of hands – our conversations with CFOs reveal just how pivotal their rel...

News

19 November, 2024

Bend or Break - The Pain Game

“It ain’t about how hard you can hit. It’s about how hard you can get hit and keep moving forward.&rdq...

News

28 October, 2024

Fit Isn't It

Kai Adams: Managing Partner, Head of Civil Society & Government (Executive Search) at Green Park My wife is re...

Testimonials

"Working with Paul Bullock starts off with a heavy interview, where he basically gains as much insight into your business as possible so he not only selects the correct group of people to interview, but also sells your business to make sure all parties understand the opportunities. Every time I work with Paul he has delivered." 

Jalil Rahman

Chief Commercial Officer, Orla Keily

“Jo Sweetland and her team at Green Park were fantastic during the search and interview process. They provided excellent communication with deep attentiveness and walked me through the process providing keen insights along the way. I felt very supported to ensure a smooth, seamless and professional experience with Jo.” 

Zenia Minwalla

Regional Head of Property @International Schools Partnerships Ltd

From start to finish, Juliet Hardingham and the Executive Search Team at Green Park were exceptional. Juliet took the time to understand the role and our organisation, delivering a strong, diverse shortlist for our Head of Government Relations and External Affairs. Her professionalism, insights, and clear communication confirmed we had chosen the right partner.

James Greenhill

Head of Global Executive Resourcing @Jacobs

David Sayers and the Private & Commercials team have for sure, been one of the best recruiting teams to work with throughout this process. The interviews were scheduled in quick succession, and I was kept in the loop throughout the hiring process. The feedback loop was smooth, and I never felt any hiccups in the process, despite there being an 8-hour time zone difference. Thank you for your support!

Uma Deepak

Senior Finance Business Partner @International Schools Partnership

We worked with Green Park to swiftly hire an interim Head of Operations. Simon Pickerell from the Executive Interim team was outstanding - he quickly understood our needs, delivered a strong and diverse shortlist over the festive period, and supported both us and the candidates throughout. Thanks to Simon, we’ve hired an experienced Head of Operations who’s a great cultural fit. Highly recommend Simon and Green Park.

Rhian Thompson

@Magic Breakfast

"Green Park's proposal had diversity at the heart, rather than just an add on - and this gave us confidence that in working with them we would be partnering with an organisation who held the same values as our own in this area."

Claire Burles

Group People Director | Stage Coach

"Jo Sweetland of Green Park is just the best. She absolutely IS Green Park. Hard working. Super smart and understands a client’s needs. Jo has deep market relationships and superb networks. She sets the benchmark for Search in the recruitment industry. I would never hesitate to recommend Jo Sweetland to anyone. A delight to work with BUT more importantly brings the best results."

Matthew Jeffery

Head of UKI Recruitment | EY

“Working with Green Park made this important and potentially challenging appointment process smooth and easy to navigate. The recruitment professionals that they assigned to the project communicated consistently and articulately with the variety of different stakeholders involved in the process; they were sensitive but did not steer away from being honest about the difficult realities involved in this recruitment campaign which resulted in expectations being expertly managed and trust being embedded. I would highly recommend Green Park for senior executive search campaigns, especially in the culture and creative industry.”

Charlotte Cowan

Head of People & Culture | Shakespeare's Globe

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.