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. www.invenias.com | [email protected] / 35