Diversity & Inclusion: What role can Executive Search play? Diversity Inclusion Survey Report | Page 33
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What are the biggest challenges for your
business in relation to Diversity & Inclusion?
This free-form question elicited a wide range of responses; the below are direct quotes from survey respondents.
Managing clients’ expectations
• ‘Balancing the social priorities with the client’s needs for talent on a timeline that does not always allow for
deeper exploration of non-traditional candidate pools.’
• ‘The speed; making sure there is a robust slate of candidates that fit the bill, there is a timetable that is
constantly moving.’
• ‘Clients willing to be challenged on changing the status quo to accommodate a more diverse team, and realizing
“fit” is not a qualifying characteristic. It is challenging to have a team that brings multiple different perspectives
and doesn’t naturally connect.’
Clients choosing the ‘safe’ option
• ‘Clients ask for diverse shortlists, we provide exceptional candidates and yet they go for the male candidate
because they are the safe option, and perhaps have more experience at the top.’
• ‘The lack of diverse candidates, particularly compared to incumbents who have the experience clients often feel
is a safer option.’
Avoiding tokenism and short-termism
• ‘Clients actually understanding the commercial benefit and not just using it as a box ticking exercise.’
• ‘Managing a clients’ expectations, in the sense that they want diverse long and shortlists but ensuring that
diverse candidates are relevant and not just there for numbers.’
Perceived lack of diverse talent
• ‘Lack of diverse talent.’
• ‘Our biggest challenge is continuing to build the pool of non-traditional candidates.’
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