-
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.”
-
Raj Tulsiani, CEO & Co-Founder
“Over the next decade, leaders in every sector will face a growing challenge: workforce asymmetry.”
-
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.”
-
Kai Adams, Managing Partner
“We deliver sustainable business value on a global scale to help organisations bring the future into focus.”
-
Trevor Phillips, Chair
"Our clients benefit from our data-rich insights into what will drive productivity today and continue innovation through turbulence tomorrow.”
-
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."
-
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.”
Following Lloyds Banking Group’s public pledge to increase the bank’s representation of Black, Asian and Minority Ethnic (BAME) senior managers, Green Park’s CEO Raj Tulsiani calls for all banking groups to do more to ensure their leadership reflects the diversity of its customer base.
He comments, “Lloyds Banking Group have been vocal about the BAME agenda for some time and it’s good to see a UK bank recognising the need to reflect diversity of its customer base within its leadership.”
Raj Tulsiani praised the bank but also questioned how it will deliver on this promise to increase BAME senior managers to 8% by 2020. “The pertinent question now is how they will deliver on this promise. So far it appears they will focus on internal promotion, but Green Park’s research into BAME representation in the financial services industry indicates the leadership pipeline may not be sufficiently populated to hit this target. Therefore, a more diverse supply chain maybe required.”
This article appeared in Only Strategic on 27th February 2018. To read Raj Tulsiani’s full comment, click here.
Related News
News
7 September, 2026
My take: Three Interim CEOs placed in three months.
Three very different charities. Three very different challenges. One thing in common: each organisation recognised that ...
News
7 September, 2026
Confessions of a Headhunter: Fame Isn’t Governance
What is your rule for putting candidates forward, and why is it so important? Green Park only put forward individuals w...
News
26 August, 2026
House of Commons Launch: Asymmetric Workforce Report
The 23 July 2026 was a proud milestone for Green Park. As well as celebrating our 20th anniversary at the House of ...
News
24 August, 2026
Confessions of a Headhunter: The Friday Afternoon Truth in Executive Search
Why the End of the Week Changes Candidate Behavior, Avoiding Rushed Hiring Decisions Before the Weekend, and The Realiti...
News
3 August, 2026
Confessions of a Headhunter series: The Extra Chair in the Room
We were invited by a board secretary to pitch for a senior appointment. It was a crowded meeting, lots of stakeholders, ...
News
28 July, 2026
The Asymmetric Workforce report, explores a challenge that many organisations recognise
As Green Park marks its twentieth year as a global executive search and talent advisory firm having helped thousan...
News
21 July, 2026
Announcing the 2026 Global Talent Conference: Shaping the Future of Leadership
Mark your calendars! The Global Talent Conference is officially set for the 10th and 11th of November, 2026. Associated ...
News
21 July, 2026
Confessions of a Headhunter series: The Five-Minute Ultimatum
What happens when time runs out? Read Green Park's Confessions of a Headhunter: The Five-Minute Ultimatum to uncover key...