Our commitment to diversity is unrivalled. We are always looking for continual improvement in how we help organisations maintain a fairer diversity composition of their leadership teams.
Our current focus is working with businesses to improve their gender and ethnically diverse leadership representation.
From 2021 we also began gathering market data and building relationships with LGBTQ+ and Disabled leaders. As of 2022, we partnered with AIHR to ensure all Watson Reynolds employees are ED&I qualified across all modules.
We have built a network of the most in-demand underrepresented digital and tech leaders so we can react quickly to meet our client’s needs. We also ensure you’re one step ahead of your executive leadership succession planning goals.
FOR ANY GIVEN EXECUTIVE SEARCH ASSIGNMENT, WE ENSURE THE FOLLOWING STEPS ARE TAKEN:
Include at least a 40% representation on Women were possible
Executive succession planning
Assist CEO’s & CHRO’s in developing diversity targets & Strategy
Defining role briefs
Ensure briefs are as open & inclusive as possible to allow for more diverse target candidate pools
Firms should share their diversity track record data on their website and other marketing literature
Broadening the candidate pool
Search firms should seek to broaden their network of women and ethnically diverse candidates
All our consultants are AIHR ED&I qualified
Documenting and reporting percentages of diversity candidates at each stage of the process.
- Career Advice
Offer free career gardens to gender and ethnically diverse leadership candidates
- Career agents
Act as agents for gender ethnically diverse Digital leaders
Use of inclusive language in all written and verbal commutation
% of leadership hires are ethnic diverse
Against 16% industry average for the UK
Women Baord Hires
26.7% digital board average for the UK.
% of C-Level and HR & leaders whose expectations were surpassed.