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Diversity 2019: numbers so far



We have made diversity an absolute priority. Since we started, we have worked on over 200 appointments, and nearly 50 per cent of the successful candidates have been women. This is roughly two-thirds higher than the performance of many of our competitors, or the targets of the 30 per cent club.


When looking at our diversity statistics in 2019, in terms of gender balance, out of the appointments we have made so far this year, 58% have been women, which is well above normal ratios for senior leadership.  On average so far this year our longlists have been 40% female, and shortlists 44%.  This contrasts with responses to advertisements we place on behalf of our clients, where only 21% of total applicants have been female.  This highlights for us the positive contribution made by thoughtful headhunting, and suggests that, in general, women candidates have a higher chance of progressing positively in processes than they might presuppose. 


In terms of ethnicity, our longlists this year have included on average 11.3 per cent Black, Asian and minority ethnic candidates.  At shortlist stage this has gone down to 10.9%, and this has resulted in a total of 13% of the appointments coming from BAME backgrounds so far this year.  This concerns us, particularly in a context where we note that around 30% of all advertisement respondents are from black and minority ethnic backgrounds.  


Over the coming months, we will invest in initiatives aimed at supporting career development opportunities for people from black and minority ethnic backgrounds. One of these initiatives is our Aspire programme that we have developed in partnership with the British Council to help maximise opportunities for talented black, Asian and minority ethnic professionals in their early-mid career to enrich their careers and take on roles that fulfil their potential.


For more information, contact us at We have also launched an internship programme targeted at BAME students with London Metropolitan University.