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...

Two business people looking at graphs in a meeting

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...

Diverse Talent Solutions (DTS)

Green Park’s Diversity, Inclusion, Culture & Ethics Consultancy developed Diverse Talent Solutions to provide additional support to organisations who recognise the need to be more representative, but are struggling to attract, appoint and retain diverse talent.

We collaborate with our clients existing Talent Acquisition teams to provide additional support to ensure their recruitment processes are inclusive, whilst in parallel connecting them to Junior and Mid-level diverse talent. All talent pools are kept nurtured by Green Park to ensure a healthy pipeline of talent for both current and future roles.

Clients who lack diversity - particularly gender, ethnicity and neurodiversity - benefit from our holistic programmes and well-proven approach to help them broaden their candidate pools and improve their employee brand to reach new candidate markets. Our Diverse Talent Solution programmes can be tailored to address the underrepresentation of a particular group of people, targeted to a particular function or utilised to increase diverse talent attraction as a whole.

Importantly, our programmes not only help clients attract and identify a wider choice of candidates but enable them to embed a culture that drives inclusion, so that employees with protected characteristics can thrive in the workplace and have a sense of true belonging.

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

A Two-Phased Approach

This is not just any talent pooling programme but a comprehensive talent and positive action programme that identifies and nurtures diverse talent whilst training and upskilling in-house talent acquisition teams and hiring managers

We deliver our DTS programme in two phases:

PHASE 1:

IDENTIFY - Identifying where diverse talent exists, mapping externally against specific roles to enable the business to make more informed short/long term talent decisions.

MAP - Conducting a proportionality assessment to understand to what extent the organisation aligns with competitors (and beyond) in terms of diverse representation.

PHASE 2:

APPROACH - Approaching qualified candidates to understand their current position and invite them to join the talent/succession planning pool focusing strongly on brand promotion.

SHORTLIST - Present a refined shortlist of diverse talent focusing further on our client’s employee value proposition (EVP) promotion and developing insight the organisations brand perception from external diverse candidates.

 INTRODUCE - Facilitation of introductions to Leaders with support and preparation for both parties from a Green Park Consultant. Cultural connectivity coaching provided to hiring managers to support the process

Diverse line up of candidates sitting in chairs. Leaders and talent discussion trends and laughing.

Becoming An Employer Of Choice For Diverse Candidates

As an organisation who has campaigned for more equitable leadership since our inception, we have not only proactively nurtured relationships with diverse candidate groups who recognise and respect our inclusive approach which is always transparent and authentic in our outreach, but we have built unrivalled networks of candidates who trust the Green Park brand and can act as a sounding board to understanding an organisations external reputation. This enables us to help our clients understand their brand positioning and work towards gaining an ‘employer of choice’ status.

We help clients to identify any behavioural or systemic biases that may prevent them from sourcing and attracting the best talent. In particular, we identify areas of under-representation so they can rebalance their recruitment processes and develop targeted attraction campaigns.

Two people walking through an art gallery

Diverse Talent Solutions Building Client’s Candidate Networks

Our close candidate relationships also help us to recognise where candidate and client values align. As a result, we are able to make formal and informal introductions so that clients and candidates can build a mutual understanding of each other’s goals and aspirations.

Often made before a position is available, these introductions help our clients develop their own diverse networks and build strong diverse pipelines.

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.