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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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Raj Tulsiani, CEO & Co-Founder
“Over the next decade, leaders in every sector will face a growing challenge: workforce asymmetry.”
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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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Global Talent Conference
10–11 November 2026, This is a FREE event and your opportunity to gain fresh insights and practical perspectives on the future of talent.
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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.”
According to the Leadership 10,000, Green Park’s latest report analysing the diversity of FTSE 100 Leadership, 48 of FTSE100 companies still have no non-white board or executive committee members.
With the Parker Review target looming – to have one person from an ethnic minority background on all FTSE 100 board by 2021 – Green Park warns that, at the current rate of progress, it will be 2066 before this is met.
At the most senior level of corporate leadership – Chair, CEO and CFO – 96.7% of individuals are white and 92.4% male. This suggests that the effort of the past few years to improve leadership diversity in FTSE 100 companies is paying off – but only if you’re female, and mostly if you’re white
Green Park’s Chair, Trevor Phillips, comments: “When we first decided to collect this data we assumed that we would, over time, be charting a more or less steady rise in female and minority participation in the top leadership of FTSE 100 companies as the broad logic of diversity kicked in. This latest survey shows that the message has yet to ping into the inboxes of UK Plc’s leaders – especially the chairs of the main boards and their nominations committees.”
This article was published in Recruitment International on the 6th of November, 2018.
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