"Diversity is being invited to the party;

Inclusion is being asked to dance"

- Verna Myers


We are signed up to the Voluntary Code of Conduct for Executive Search Firms 

set out by the Government and Hampton Alexander Review

 We adhere to best practice concerning the recommendations for Women on Boards and subscribe to governance best practice in all we do. Supporting various key initiatives such as The Hampton Alexander Review helps us to improve diversity and gender balance in FTSE Leadership and beyond.

We operate a boutique service model approach with the research capability of an extensive global search firm.

Our dedicated in-house team of researchers are each allocated to a single assignment to provide a thorough, complete and dedicated service.  This enables us to build lasting relationships with the majority of assignments coming from existing clients and recommendations. We guarantee the creation of meaningful encounters between extraordinary talent and our forward thinking clients. We are able to create personally tailored solutions to meet each of our client’s needs.

 We acknowledge the privileged position that we maintain that supports leaders, senior executives and CEO’s as they take steps to shape positive decision making processes that impact our future world in business and ensure that all our researched long lists are delivered with 30% female and diverse candidates. Being proactive to actively advocate and speak out on broader diversity initiatives to impact guidelines in the future is of utmost importance to us.

“Diversity in the world is a basic characteristic of human society, and also the key condition for a lively and dynamic world as we see today.”

— Jintao Hu

Employee diversity - across lines of gender, ethnicity, country of birth, age and others, has become a hot boardroom topic across the globe. It is becoming not only a critical issue for Human Resources executives, but a major part of corporate strategy and is applicable to all areas of the board. Some governments have begun to legislate on diversity issues, such as the gender quota system in both Norway and France, which places a minimum quota on the number of women on listed company boards. We expect more countries to follow this example before long. But maintaining a diverse workforce, and one that brings together the best of talent from different social backgrounds, is more than just a tick-box exercise. Increasingly, companies are recognising that employee diversity can lead to an enhanced understanding of customer needs, and open up new and previously unforeseen market opportunities.

In response to changing trends, diversity as a business strategy has caught the attention of senior executives across the globe. The promotion of diversity is often perceived as an opportunity to improve learning and knowledge-management capabilities, and to enhance productivity. Firms often can benefit from tapping into diverse cultural backgrounds, and from recognizing and responding to major demographic transitions.

Creating an inclusive environment – where all of our people can reach their full potential and be their best selves – is critical for us. For diversity, inclusion and equality to be achieved, businesses must ensure they are promoting initiatives that allow diverse talent to thrive. When we bring together people with different points of view, we get the best outcomes. It’s this diversity of talent that allows us to help our clients build trust and solve complex problems. Ability to access to diverse talent pools externally is therefore of utmost importance.


According to a recent study by the McKinsey Global Institute (MGI), employee diversity is associated with better business results. In the study, titled “Diversity Matters”, 366 public companies were surveyed from different countries in the Western World. Two key findings:

"Gender-diverse companies are more likely to perform 15% better

Ethnically-diverse companies are more likely to perform 35% better"

- McKinsey Global Institute

Although being diverse doesn’t directly translate to more sales or profit, companies who have a diverse population tend to be more successful. Here are some other statistics for you to consider:

Earnings before interest and taxes (EBIT) increased by 8% for every 10% increase in the ethnic and gender composition of senior executive teams in the United States

In the United Kingdom, companies have seen a 3.5% increase in EBIT for every 10% increase in gender diversity in the same senior executive team.



“It will take another 70 years to achieve an equal number of women directors in the FTSE 100. Progress is not one of constant upward movement”

- The Equality & Human Rights Commission’s ‘Sex & Power’ research report 2011 states