6 January 2025
Driving Productivity Through Inclusion
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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.”
The Enhanced Code of Conduct requires a more rigorous standard of best practice in gender-balanced selection for FTSE 350 Boards as well as smaller FTSE listed companies, large privately owned, Mutual, Government or large Not-for-Profit Boards.
In 2016 the Hampton-Alexander Review set a series of recommendations designed to increase the number of women in senior leadership positions in all FTSE 350 companies. The Review called for immediate action to be taken from all stakeholders setting a target of 33% women on all FTSE 350 Boards and 33% women in all FTSE 100 senior leadership teams by 2020.
In its 2017 report, the Hampton-Alexander Review found that the number of women sitting on FTSE 100 company boards has more than doubled since 2011. However, this number still only amounts to 28% of all board positions. For the 33% in 2020 target to be accomplished, 40% of all senior appointments within the FTSE 350 will have to be filled by women over the next three years.
Currently, within the FTSE 100 there are seven all-male executive committees, down from 12 and representation of women on the Executive Committee has risen to 19.3% (18.7% in 2016). Only 15 FTSE 100 companies have already achieved the 33% target.
The FTSE 350 has seen a sharp decline in all-male boards; since 2011 the number of all-male boards has fallen from 152 to eight. These eight companies represent six different sectors which combined have the highest overall representation of women, highlighting the fact that it is not the sector that is creating a barrier to progress.
It is our shared responsibility to ensure that women with the talent, drive and ambition have the same opportunities as their male counterparts. The pipeline of future female leaders in the UK is undeniably robust and we are pleased to publish a list of Board-ready REAL Models, published annually for International Women’s Day, to prove just this. Businesses and senior business leaders are starting to understand that there is a business case for diversity impacting performance, productivity and the bottom line in addition to being a vital issue for our society to address.
At Green Park, we understand how to find and recruit executive diverse talent on behalf of our clients, but we also understand that it is important to impart that knowledge to the organisations we work for. We have helped a large number of leading organisations create platforms that effectively and directly attract diverse talent and to assist these clients in the effective management, development and retention of existing diverse talent.
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