All too often, companies are trying to increase diversity by hiring ‘similar but different’, applying a diversity lens to an inherently anti-diverse list of requirements. We looked at how this is damaging diversity and what business leaders should be doing to fix it.
Race and ethnicity are significant elements at play in diversity, and understandably are the main areas we focus on. However, would an ethnic minority candidate who graduated from a red brick university, or similar top-ranking school, with an almost identical education and career as the rest of your existing team, truly bring diversity? To be truly diverse, you have to get deeper. And the businesses who do, benefit from a variety of skillsets and approaches to problem-solving, but also a healthier bottom line.
In this webinar, we heard from our expert panel on the crucial elements in any diversity planning strategy, including lessons learnt and success stories.
Topics Discussed
- Enabling DE&I goals to be reached without compromising the quality of leadership talent
- How to use external labour market data to build a representative leadership team for the future
- Using data to assess leadership roles to find the most representative talent pool
- …and much more!
Who Spoke
Event Partner
Armstrong Craven is a Global Partner in Talent Mapping, Pipelining, Executive Search and Talent Insight. We work with the world’s most influential & respected businesses undergoing transformational change. Our industry-focused specialists engage with their sectors worldwide gaining market insights needed to identify & recruit scarce and senior talent.
