8 July 2024
Lloyd’s announces members of Inclusive Futures Coalition for more inclusive market and society
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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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Colin Salmon, Chair of the Green Park Foundation
“Through the Foundation, Green Park aim to deliver £1million of social value per annum to improving children lives and creating a more sustainable, equitable world”
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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.”
This is the fourth year of the Green Park Leadership 10,000 report and the inaugural year of our FTSE100 Leadership Diversity Index.
For the first time, this year we have ranked the FTSE 100 companies by their successes and commitment to improving diversity acros their leadership.
Since we first launched this periodic review analysing the diversity of the UK’s largest companies, much has changed. The nation has gone to the polls in an unexpected general election and the UK has taken a historic decision to leave the European Union.
In every industrial sector, disruption is the norm and enterprises are increasingly dealing with the threats and opportunities presented by technological change. Both political and business leaders are also being confronted with a steady fall in public trust for a variety of reasons; not least for the fact that neither business, nor politics fully represents the population at large.
Green Park’s periodic reports into the composition of the top 10,000 roles in the FTSE 100 are part of our contribution to greater transparency in the corporate sector. We genuinely believe that most businesses want to regain the trust of their customers, shareholders and their staff.
Our experience with clients and partners, for whom we provide strategic advice and programmes of support, is that almost everyone now understands the commercial and reputational gains to be made from greater diversity and we hope that this report will spur you to ask the crucial question of your own organisation: “what can we do to deliver sustainable change in increasing diversity – and why aren’t we doing it already?”
This report examines the backgrounds of 10,129 individuals in total. Data is analysed using a cross-method from several sources, many of which are publicly available including annual reports, London Stock Exchange listing information, company websites and LinkedIn.
Key Findings 2017
- Ethnic diversity in leadership pipeline within FTSE 100 companies increases by 5%, the highest level for four years
- Six-in-10 (58%) main boards have no ethnic minority presence, despite the Government’s Parker Review recommending no FTSE 100 board should be exclusively white by 2021
- Gender diversity in leadership is now moving back in more industries than moving forward
- Women have to be three times more educated than men to sit on a FTSE 100 Board.
