Diversity & Inclusion: What role can Executive Search play? Diversity Inclusion Survey Report | Page 35
Inclusive Actions
Be explicit about actively supporting and promoting candidates from minority groups or
under-represented groups. Tackle this head on using explicit language on your website and in
communication with talent.
Manage clients’ expectations – finding diverse candidates usually takes extra time, requires
searching across industry sectors & geographical regions and requires a focus on core
competencies and skills rather than C-Suite experience.
Coach candidates across the line. Under-represented candidates may require additional support
throughout every step of the process but in particular in relation to negotiating the package and
accepting the offer.
Seek to broaden the perception of ‘diversity’ so that it includes ‘diversity of thought’ as well as
gender/ethnicity/disability etc. This increases the number of potential candidates as it encourages
recruitment from other industries/educational backgrounds/geographies.
Become a ‘trusted advisor’ to your clients when it comes to inclusive recruitment practices and
sourcing diverse talent(s). A bold stance and the courage to push back against client decisions
may be necessary. This will allow you to influence them towards more inclusive hiring as well as
fostering a deeper business relationship.
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