Diversity & Inclusion: What role can Executive Search play? Diversity Inclusion Survey Report | Page 17
Challenging historic patterns of thinking can be difficult. Traditionally, career experience, particularly having
specialist experience within one industry, was seen as an essential criteria for a senior appointment. This poses a
challenge when we consider the homogeneity of senior leadership in the past as many minority candidates have
not had access to the experience desired, despite having appropriate skills.
Search firms should attempt to use their influence with clients to encourage competency-based recruitment.
This includes describing the skills and competencies in at least as much detail as the desired technical expertize
that candidates should be able to bring to the boardroom or senior leadership, and being clear that these
competencies cross industry boundaries.
If change is to happen, clients may need to be encouraged to compromise on the detail of the specification, but
not on the calibre of the applicant, if they want to achieve their Diversity & Inclusion vision.
“We see D&I as a great thought leadership
topic, questioning different peoples’ views
and going on a journey on how we can
promote more diverse candidates to come
forward for roles, and challenge clients’
perceptions about what diversity actually
means and the different formats in which
they could come.”
Survey Respondent
www.invenias.com | [email protected]
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