Diversity Enhancement
Planning and executing successful enhancement initiatives across the ever-changing diversity landscape
Today, a diverse talent management strategy must include a rich blend of experience and skills, considering ethnicity, socioeconomic background, neurodiversity, sexual orientation, gender identity, disability, religion, and age. Non-visual diversity, along with diversity of thought and experience, are now recognised as crucial elements of DEI strategies to drive cultural and commercial success within organisations.
To address this evolving DEI agenda, we employ creativity, sensitivity, and sophistication in designing diverse talent attraction and acquisition programmes. Our proven track record includes planning and executing successful enhancement initiatives across the ever-changing diversity landscape.
We actively build new networks in diverse talent communities, identifying and connecting with individuals who bring unique skills and experiences to the table. Our approach is rooted in the courage and emotional intelligence to advocate opportunities that benefit both the individual and the client, resulting in a win-win situation for everyone involved.
We support diversification at the most senior levels, such as Board (including non-exec) and Exco level. But we’re equally comfortable working across multiple functions, roles, and grades, creating and sustaining diverse talent pools to address multiple needs in any part of your organisation.
Our diversity enhancement specialists proactively engage with a spectrum of relevant talent communities to create sustainable and diverse talent pipelines.
While our early work primarily focused on gender and ethnic diversity at senior levels, our approach has evolved to encompass a broader range of diversity dimensions, working with some of the world’s most recognisable firms to promote comprehensive diverse representation across their organisations.
Our Diversity Enhancement process is characterised by
Breadth of scope
Our approach to diversity goes beyond the surface, encompassing ethnicity, socioeconomic background, neurodiversity, sexual orientation, gender identity, disability, religion, and age. We recognise the importance of non-visual diversity, diversity of thought, and experience as critical elements for driving cultural and commercial success.
Approach and expertise
We pride ourselves on our innovative approach to designing diverse talent attraction and acquisition programs. With a proven track record in executing successful enhancement initiatives, we navigate the ever-changing diversity landscape with creativity, sensitivity, and sophistication.
Building networks
Our commitment extends to forging new networks within diverse talent communities. We identify and connect with individuals who bring unique skills and experiences, championing opportunities that mutually benefit individuals and clients for a win-win outcome. Our approach is grounded in courage and emotional intelligence.
Diversification at all levels
We excel in supporting diversification across all levels, from senior positions, including Boards and Executive Committees, to roles spanning various functions and grades. Our expertise ensures that diverse talent pools are cultivated and maintained to meet the multifaceted needs of any organisation.
Engaging with talent communities
Our diversity enhancement specialists proactively interact with a broad spectrum of relevant talent communities, cultivating sustainable and diverse talent pipelines.
Evolution of approach
While our early work primarily centred on gender and ethnic diversity at senior levels, our approach has evolved to encompass a broader range of diversity dimensions. We have partnered with some of the world's most renowned firms, fostering comprehensive diverse representation throughout their organisations.
A British media giant was looking to diversify its workforce and break away from the conventional talent pool. Instead of seeking candidates solely from big broadcasters or production houses, they adopted a research-focused executive hiring model. This approach enabled them to discover talent in unexpected places.
As part of their diversity and inclusion initiative, they engaged Research Europe to support the hire of Assistant Commissioners across comedy, arts & entertainment, film, drama, factual, and kids’ genres. Via research and sourcing within our diversity networks, we identified nearly 600 potential candidates, all from underrepresented groups. These groups focused on ethnicity, gender identification, sexual orientation, religious affiliation, socio-economic background, disability, and neurodivergence.
Our search led us to consider diverse professionals, including:
- Stand-up comedians
- Children's authors
- Heads of educational programs at museums and cultural festivals
We brought forward a longlist of over 70 interested and qualified candidates, leading to the placement of three candidates from unconventional backgrounds, including individuals from various ethnic backgrounds.
Related Diversity, Equality and Inclusion Services
DIAGNOSTICS
A global measurement of diversity across organisations and a mandatory starting point for businesses committed to diversity, equality and inclusion.
STRATEGY
A practical implementation plan leveraging diagnostic insights to translate vision and mission into short-, medium- and long-term business actions and outcomes.
Audit
An important gateway to integrating inclusivity and equality best practice into an organisation’s processes and policies.
LEARNING & DEVELOPMENT
Empowering employees with the knowledge, skills and tools needed to navigate the complexities of DEI effectively.