We have lived experience and have successfully moved the diversity dial for over a decade
If there is one thing we are sure of, it is the power and dividend diversity provides to a business. At Green Park, diversity is holistically in our DNA and at the heart of everything we do. Since day one, we’ve focused on diversity because we believe in the power of collective difference as a source of competitive advantage – and because Green Park’s customers deserve more choice.
We understand that many businesses struggle to draw a straight line from visible diversity to competitive advantage, so we’re here to share our intimate knowledge of creating business cases for increasing diversity.
Our team begins by helping organisations build their own case for pursuing diverse and inclusive practices, driven by business outcome, customer insight and beyond any legal or CSR requirements.
The core elements of our approach to diversity include:
Understanding and valuing diversity of thought. We will help you build teams that, together, avoid groupthink and leverage the power of collective difference to drive organisational and cultural improvement.
Our own cultivated networks unlock diverse talent pools you never knew existed
The Diversity Doctor’s Health Check. Within 20 days, we will conduct an independent audit of your organisation. At the end of the period, you will receive a plan for maintenance and one for improvement based on operationalising your board priorities.
Helping independently validate or improve diversity strategy. Through our combined knowledge, we can provide a grounded view on the likelihood of current strategies working.
Key hires and role model development. We guarantee acceptable shortlist diversity for NED and executive roles. We also help build a succession plan to ensure our collaborative efforts lead to sustainable results.
Understanding unconscious bias and removing institutional barriers. While better performance through diversity of thought is the goal, there are barriers that stop nearly all organisations from realising its benefit. Recognising and coping with direct institutional barriers, as well as hidden unconscious bias and understanding customer concordance, are key to success.
Business intelligence and market mapping. Talent pools of appointable diverse candidates exist but they can be harder to find than mainstream talent. Our ongoing business intelligence and market mapping efforts ensure we understand attraction propositions, utilise broad technology, conduct regular diversity mapping and leverage our diverse talent networks to give us the insider knowledge we need to add value.
Talent management and direct hiring strategies. We understand how to find and recruit executive diverse talent on behalf of our clients, but we also understand that it’s important to impart that knowledge to the organisations we work for. We’ve helped a large number of leading organisations create a platform to attract diverse talent directly, and to manage, develop and retain existing diverse talent.