The stats don’t lie. Diversity & Inclusion helps drive profitability. People with different backgrounds, cultures and perspectives bring the diversity of thought that fuels creativity and opportunity. So we always challenge bias, look beyond labels, and focus on skills, experience and potential. We constantly ask ourselves how we can do more, and we partner with organisations who do the same.
According to the McKinsey study, ‘Why Diversity Matters’, companies in the top quartile for gender-diverse leadership teams outperformed male-dominated companies by 21% in terms of earnings before interest and taxes (EBIT); and by 27% in terms of creating long-term value. Companies with racially diverse leadership teams had 35% higher EBIT and created 33% more long-term value over the least racially diverse companies.
Women in Leadership
Ethnic Minority backgrounds
We regard openness and transparency as being essential to Diversity and Inclusion. We recognise that we have a lot to improve, and we are committed to doing so. The reality of our own D&I is somewhat hard to display openly, but that is exactly what we must do. We are committed to honesty and taking meaningful actions.
Last year we appointed 71% of women and minority candidates into senior appointments and we maintain our commitment to identifying diverse and representative shortlists.
40% female representation in leadership roles by 2024
Increase our ethnic diversity by 30% by 2025
Overall, about 1 in 8 of the working-age population are from an ethnic minority background, yet these individuals make up only 10% of the workforce and hold only 6% of top management positions.
Women account for 0% of the global workforce
Only 0% of women are managers and leaders
Only 0% of the CEOs were women in the top FTSE100
We build a diverse cohort of candidates from different talent pools. But more than that, we manage the entire hiring process, from start to finish, inclusively. Part of that involves advising on what you can do to give your candidates a positive experience at every stage.
We can also partner with you to achieve your D&I objectives. We can help make sure D&I is not just a buzz word, but runs through everything from defining role requirements to onboarding and beyond.
We aim to practise what we preach. We want to welcome people into our firm who truly represent all sections of society. So, we recruit with a wide-angle lens, integrate D&I into every core people process, encourage our people to share their unique opinions and perspectives, and enable progression without barriers.
We also give our consultants ongoing D&I training so they understand how the way we think can affect an assignment’s outcome. This helps empower them to attract and represent a genuinely diverse candidate pool.
Currently just over a third of our workforce is female and close to a quarter is from minority ethnic backgrounds. We’re working hard to improve these figures.