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 Public Service Leadership 5,000 research; a unique, in-depth analysis of gender and ethnocultural diversity among 5,000 of the most senior employees who serve the public, directly or indirectly, on a not-for-profit Government-funded basis.
This is a companion study to our analysis of the FTSE 100’s Top 10,000 executives, which is published annually, and part of our wider publication series based on the work and outputs of Green Park and through our Social Enterprise, Diversity Recruitment Institute of Value and Excellence (DRIVE.)
The GP 5K identifies the backgrounds of the majority of the key individuals who lead these organisations. It does not make any assumptions about competency or culture. Its sole purpose is to help widen the gate by providing statistically valid data into the actual composition of leadership in its current state and the pipeline of future succession planning. In today’s post-election market, we believe that shining this light is more important than ever to ease rising tensions throughout the UK through an inclusive, trusted public sector that better supports and represents its society.
