13 March 2025
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Jo Sweetland, Managing Director
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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
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Colin Salmon, Chair of the Green Park Foundation
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Jo Sweetland, Managing Director
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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.”
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Five high-flyers in local government have been named in Green Park’s latest BAME (black, Asian and minority ethnic) 100 business leaders index.
Executive Search and diversity experts, Green Park has launched its fourth annual BAME 100 Business Leaders index, identifying the best of Britain’s black, Asian and minority ethnic (BAME) board-ready talent across the private, public and third sectors. Among the names from the public sector identified as Britain’s best BAME talent are four chief executives and one strategic director.
This year, for the first time, the index has also included three BAME CEOs of London Boroughs including: Ade Adetosoye OBE, Chief Executive Officer, London Borough of Bromley; Althea Loderick, Chief Executive Officer, London Borough of Newham; and Ian Thomas CBE, Chief Executive Officer, Royal Borough of Kingston upon Thames.
The aim of the BAME 100 Business Leaders index is to debunk the myth that diverse talent does not exist, showcasing a wealth of suitable, proven candidates who could help organisations meet Sir John Parker’s government-endorsed target - to have at least one minority member on every major UK board. Yet, despite pressure from the government, shareholders, stakeholders and consumers, Green Park found that Britain’s biggest organisations are making little or no progress in appointing more ethnic minority leaders to their boards.
Comparing the movement of individuals in the past BAME 100 Business Leaders indices, Green Park’s research suggests a “one in, one out” policy in private, public and third sector board appointments.
Neil Lupin, Managing Partner, Green Park said: “It is incumbent on public sector organisations individually and collectively, to foster and enable greater levels of inclusion in their most senior ranks. Whether diversity is acquired or inherited, visible or otherwise, evidence shows that no organisation can sustainably thrive and evolve without increasing the agility, skills and customer orientation of its leadership team.”
This article was covered by The MJ on the 11th of September, 2019. For the full article, click here.
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