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.”
New analysis by Green Park reveals its clients in the charities sector are proactively seeking to close the diversity gap at the top of their organisations. Of the candidate placements made by Green Park onto the boards of charitable organisations from 2015 to 2017, 24% were from a BAME background. In addition, over a third (39%) of board placements made by the executive search firm into charities were women.
This represents considerable progress when benchmarked against current industrywide representation. A study undertaken by the Office for Civil Society and the Charity Commission found that just 8% of trustees on charities’ boards are from a BAME background while 33% are women.
Kai Adams, Partner, Charities and Social Enterprise practice at Green Park, explained the drivers behind this apparent momentum: “It is at board level where there should be insight and challenge, ownership and accountability. The more differentiated the trustee group, the more differentiated the questions asked and the solutions offered.”
Despite the growing emphasis on diversity in the recruitment process, there are some pitfalls charities need to consider, adds Adams. One key danger is ‘recruitment fatigue,’ as many BAME candidates report being regularly contacted because of their diversity rather than their experience or ability. If these practices aren’t addressed, they will leave a lasting negative impact on the sector’s employer of choice status in attracting new diverse candidates and on the specific organisation’s employer brand.
This article was published in Recruitment International on the 12th of April, 2018. To read the full Recruitment International article, click here.
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