13 March 2025
How to Be an Indispensable CMO
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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.”
Case Studies
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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.”
Case Studies
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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.”
Case Studies
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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.”
Work For Us
We were pleased to see the Association of Charitable Foundations (ACF) Stronger Foundations report and we welcome a sector thinking with such rigour and honesty about diversity, equity and inclusion.
It’s a serious report, written by serious people. But the news is stark. And the fact that we’re still having this conversation tells us that we need radical change, and so far it’s not happening. And not everyone’s taking it seriously yet – results from the Newton’s recent survey of charity investments reports that in the charities they spoke to (a cadre of those with significant investments, so they might look and think a bit like foundations) 42% of respondents were satisfied with their board diversity, up 4% from last year.
At Green Park, we know three things about the foundations sector:
- We have the most interesting, challenging and thoughtful conversations with leaders here,
- When you know one foundation, you know one foundation and,
- Foundation leaders don’t want to be lectured by head-hunters about diversity
And (fourth thing) we’ve worked with foundations who have fantastic, diverse boards – JRF, Lankelly Chase, Lloyds Bank, Local Trust, Foundation for Future London, to name a few.
If you’ve read the report and you want to do something, as with any change decision, apply data, evidence and user experience. What matters are the decisions you take, recruitment by recruitment.
So here’s a series of questions, and a plan.
*Building a pipeline is key. There will only be diverse senior leaders in five years time if you appoint people throughout your organisation. Have coffee with everyone who applies for any role who ‘isn’t quite ready’ but has potential, at any level. Stay in touch with them.
Making your organisation more diverse is perfectly doable. What matters is the decisions you take, appointment by appointment, to create better, more robust and more equitable organisations, now and in the future.
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