We have made diversity an absolute priority. Since we started, we have worked on over 300 appointments, and over 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 made, 65% were women, which is well above normal ratios for senior leadership. On average our longlists in 2019 were 48% female, and shortlists 52%. 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 in 2019 included on average 12 per cent Black, Asian and minority ethnic candidates. At shortlist stage this has gone down to 11.5%, and this has resulted in a total of 12 per cent of the appointments coming from BAME backgrounds. 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 continue to 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 firstname.lastname@example.org.