What are the minorities to consider, when discussing about diversity? Gender, sexuality, culture, ethnic, race, socio-economical and religious minorities, people with disabilities (visible or invisible) and age-based discrimination (ageism), to name a few.
“Research suggests that ethnic minorities and women are disadvantaged in obtaining Board positions in large organizations due to the impenetrable and homogenous nature of corporate elites” (Domhoff, 2002; Zweigenhaft and Domhoff, 1998; Hillman et al., 2002).
Gender-related barriers that may hinder female candidates to reach top positions are unfolded in the executive search process. Research has shown that search consultants in executive search firms in general are aware that there is an exclusion of women in their processes. However, a high level of consciousness does not necessarily mean that it is translated into the practices.
In management theory and business practice, the dealing with diversity, especially a diverse workforce, has played a prominent role in recent years. In a globalizing economy, companies recognized potential benefits of a multicultural workforce and tried to create more inclusive work environments (Pless & Maak, 2004).
The growing demand for diversity and inclusion in leadership positions is a major trend that is influencing the executive search industry.
Clients and candidates are increasingly looking for executive search firms that can demonstrate their commitment and capability to promote diversity and inclusion. Diversity is linked to performance. For example, a diverse leadership team can bring to an organization: better decision-making and greater innovation. This is particularly crucial given today’s quite interesting broader economy matters.
Executive search firms need to adopt a holistic and proactive approach to diversity and inclusion, which involves not only ensuring a diverse and inclusive candidate pool, but also addressing the potential biases, barriers, and challenges that may affect the hiring and retention of diverse leaders.
Working in executive search, we have a unique insight into the market and this enables us to support diverse candidates throughout their career. Reciprocal understanding, standpoint plurality and mutual enabling, trust and integrity…
After revealing barriers that hinder a culture of inclusion from emerging, light must be shed on the process of developing such a culture, which involves:
- raising awareness, building understanding and encouraging reflection
- dealing with the development of a vision of inclusion as an important step to define the change direction
- re-think key management concepts and principles
- implement change by translating the founding principles via competencies into observable and measurable behavior and fostering the development, reinforcement and recognition of inclusive behavior (Pless & Maak, 2004).
