9 April 2024
Green Park wins Inclusivity Initiative of the Year at the Corporate LiveWire Global Awards.
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Jo Sweetland, Managing Director
“A global talent advisory firm, Green Park is an industry pioneer in building diverse, senior leadership teams and more equitable workplace cultures.”
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Jo Heath, Managing Partner and Head of DICE
“Championing Diversity & Inclusion since our inception, we are driven by the core belief that there’s no shortage of talent, only opportunity.”
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Kai Adams, Managing Partner
“We deliver sustainable business value on a global scale to help organisations bring the future into focus.”
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Trevor Phillips, Chair
"Our clients benefit from our data-rich insights into what will drive productivity today and continue innovation through turbulence tomorrow.”
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Colin Salmon, Chair of the Green Park Foundation
“Through the Foundation, Green Park aim to deliver £1million of social value per annum to improving children lives and creating a more sustainable, equitable world”
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David Needham, Managing Partner
"Our candidate care lasts long past the point of placement and is key to the rich relationships we build from a foundation of trust, authenticity, transparency and inclusion."
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Raj Tulsiani, CEO & Co-Founder
“We founded Green Park in 2006 with a mission to change the face of leadership. We retain that same passion and entrepreneurial spirit today as when we started.”
Inclusive workforces are better, stronger and more sustainable, writes Becky Slack for LEAD Magazine
The latest Green Park report says that within the top 20 organisations, 41.3 per cent are women leaders. But when you factor in how 65 per cent of its workforce are women, it would suggest that the glass ceiling is just as present here as it is elsewhere. There is also an embarrassing dearth of BAME staff and leaders: just 9 per cent and 5.8 per cent respectively.
Green Park’s chief executive, Raj Tulsiani, points out that: “In light of the UK’s desire to increase trade with non-EU countries, the ongoing inability of our leading companies to attract and retain leaders from east Asian and African backgrounds should be a matter for serious concern.
“The UK’s aspiration to be outward-looking and open to business with the non-European world is hardly enhanced by the continued lack of challenge in the boards of our leading companies, still statistically and behaviourally dominated by men of similar cultural and educational backgrounds,” he says.
This article was published in LEAD Magazine on the 1st of January, 2018. To read the full article, click here.
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