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Less talk, more action. Strategies, not policies.

Less talk, more action. Strategies, not policies.

Inclusion & Diversity

Diversity doesn’t stop at gender and makes no impact without an inclusive business environment.

CHA helps to support our clients in developing and implementing effective inclusion and diversity strategies which unlock real business value and mirror our own belief in the value of diverse thought.

CHA works beyond identifying current board-level candidates; we have a strong focus on spotting up-and-coming talent from all sectors and geographies; we tap into potential, unrestricted by age, gender, ethnicity or background.

Inclusion & Diversity is embedded in everything we do at CHA. However, we know that our clients might need specialist support. CHA can support your organisation in the following areas:

Diversity & Inclusion Support

  • Board Search & Composition
  • Unconscious Bias & Interview Support
  • Attraction & Retention Support
  • Executive & Management Pipeline Development
  • Global Talent Identification

The business case for diversity has been made. In order to maintain a competitive advantage around attracting talent and access to investment, organisations need to be proactive and decisive around their approach to diversity and inclusion.

  • Financial performance: Companies in the top quartile for gender diversity on their executive teams are 21% more likely to experience above-average profitability than companies in the fourth quartile (McKinsey, 2018)
  • Sustainability performance: Women’s leadership is linked to reduced greenhouse gas emissions, stronger worker relations and reduced incidence of fraud, insider trading, and other unethical practices (IFC, 2019)
  • Economic and social development: Empowering women and girls could contribute up to US $28 trillion to global GDP by 2025 (McKinsey Global Institute, 2015)
Beyond Gender

Although the focus on gender diversity has been front and centre in the conversation, it is critical to remember that diversity encompasses a range of groups including ethnicity, disability, age, socio-economic status and sexual orientation.

We help support our clients move the conversation beyond gender to support and help to identify areas of improvement.

FTSE 350 ethnic board representation
  • Only 256 out of the 350 firms were able to sufficiently capture information required
  • 150 of 256 firms have no directors of colour
  • 15 directors of colour who are a chair or CEO

Source: Parker Review Report
A third of FTSE 100 firms fail to include any mention of LGBTQ+ in their annual reports.

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