Cultivating a diverse workforce is important and this notion is supported by economic trends and research. With many Atlantic Canadian regions experiencing population decline and the impact of the ‘brain drain’, as newly minted graduates head west, the topic of enhancing diversity within our...
How can your organization be truly innovative? It starts with who you hire
We’ve seen the research – studies by MIT, Forbes, ICD, the Harvard Business Review and McKinsey show that organizations and corporate boards with more diverse employee compositions outperform other organizations. These studies have helped to make the case for change across many board rooms and senior leadership tables, but truly innovative organizations also look to diversify because they recognize that it allows for new thinking, better insights, and increased capacity for problem-solving.
When it comes down to it the case is simple: it’s about attracting and retaining the best talent from the broadest possible talent pool.
How can we help you get where you need to be?
We understand diversity in its broadest sense — incorporating differences in experiential, social, and cultural backgrounds, gender, race, ethnicity, sexual orientation, talents, beliefs, capabilities, age, and ways of living. We know through our experience with hundreds of clients that the only way to truly create change is to make a visible and sustained commitment to building a more diverse workforce. The most impactful place to begin this work is by critically evaluating the way you recruit, assess, and select your future leaders.
Knightsbridge Robertson Surrette’s executive search practice can help your organization navigate this process. We can ensure you find a new leader who is well-qualified and comes to the table with fresh perspectives and new thinking and that you do so in a way that is equitable, inclusive, competitive, and in keeping with your organizations’ goals and mandates.
Leadership in diversity, equity, and inclusion – our insights, your organization
Our firm's success in this area is defined by our attention to issues of equity, diversity, and inclusion throughout the search process — from the composition of the search committee, to the development of the candidate profile, to the placement of advertising, through to the evaluation and selection of candidates.
Our success is measured by our record of experience with organizations across the region and the country — over the last five years, 45% of our placed candidates in leadership roles have been women or visible minorities, far exceeding the national average of 37%.*
Whether you’re seeking a new Board member or a Director of Finance or looking for ways to improve engagement and strengthen your leadership pipeline, we can help you develop a tool kit for success.
The Chairman finished speaking and sat down, arms crossed. He’d put forward an impassioned argument for the merger; a great deal, negotiated over many months, a capstone of his career.
Sam stood slowly, hands planted firmly on the boardroom table, looked the Chairman squarely in...