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.”
As the tiers of company hierarchy ascend, leaders become increasingly white and male. These are the findings of Green Park’s Leadership 10,000, a review of the gender and ethnocultural diversity of the most senior positions in the FTSE 100.
Despite evidence tying diverse leadership teams to financial success, in the six years that Green Park have been conducting the survey, we have repeatedly found Britain’s largest companies to be falling short of the progress necessary to reach Government-backed targets.
Since 2014, there has been an increase in the number of senior women at Board and Executive Committee level, however, there is still a clear reluctance to put females at the heart of decision making, with women more likely to sit in non-executive roles.
In the case of black, Asian and minority ethnic (BAME) diversity, we found that 47 of the top 100 FTSE companies were led by an all-white Board Executive Team. These disheartening figures and lack of visible diversity negatively affect the talent pipeline by sending out a clear message to young professionals from minority groups that they cannot aspire to the top positions. Consequently, young BAME professionals are leaving the UK to find success in the EMEA. We are driving out minority talent.
However, steps can be taken to move the dial and create real and valuable change and these should include, appointing a Chief Diversity Officer who is well-resourced and accountable.
The above is a summary of an article published in The Telegraph on 4/12/19. For the full Telegraph article, please click here.
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