28 November 2023
Reflections from the Green Park Global Talent Conference
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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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David Needham, Managing Partner
"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 Financial Times reports on Green Park's latest research showing that there are no black Chairs, Chief Executives, or Chief Financial Officers in the FTSE 100 for the first time in the six years of analysis.
Despite public commitments to increase diversity in leadership, just 10 out of 297 leaders in top three roles have ethnic minority backgrounds, the same proportion as in 2014.
Trevor Phillips, Chair of Green Park said: “A lot of business leaders in the last nine months have been telling us they care. We need to stop hearing how much people care and how appalled they are . . . and hear a lot more at the next AGM about what they are going to do.”
Companies need to make real improvements at the top and not just hit diversity targets with very little influence in order to attract diverse talent.
Of further concern is the decrease in ethinic minority representation in the leadership pipeline over the last year which Trevor Phillips attests to mid-career people from ethnic minority backgrounds “looking up at the top 300 and concluding, based on the evidence, that I’m never going to be one of those people”.
The above is a summary of an article published in Financial Times February 3rd 2021. For the full article, please click here.
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