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.”
Green Park CEO Raj Tulsiani has called for the Financial Services Sector to do more to ensure that its leadership reflects the diversity of its customer base.
This follows Lloyds Banking Group’s public pledge to increase the bank’s representation of Black, Asian and Minority Ethnic (BAME) senior managers to 8% by 2020. Raj Tulsiani praised the bank but also questioned how it will deliver on this promise.
Green Park’s Leadership 10,000 (2017) 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.
“Banks need to act now to expand their internal and external talent pools to develop the leaders of the future. Otherwise they will be competing for the same limited group of candidates, which fuels high levels of group think and does very little to change the diversity and inclusion narrative into actual trust in them as institutions,” said Raj Tulsiani.
This article was published by Recruiter on the 21st of February 2017. To read the full Recruiter article, click here.
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