Savannah Group is committed to diversity of gender, ethnicity and thought. As a specialist Executive Search and Interim firm we have more than 15 years’ experience placing diverse candidates into senior leadership teams. We have a fresh approach and are passionate about helping leadership teams achieve greater business performance through access to a diverse range of talent.
Mckinsey’s 2018 report ‘Delivering Through Diversity’ found that of 386 UK and US businesses, gender representation stands at 14% while ethnic and cultural diversity stands at 13% in executive teams. As a testament to our ability to access high quality and diverse senior leaders, 40% of appointments were of a diverse candidate.
Our service is tailored and personal, and as a result we are trusted by some of the most forward-thinking businesses internationally to help them acquire high quality, diverse senior leaders.
Diverse Candidate Appointments Last Year
It’s not difficult to create a list of diverse candidates. It’s meeting, listening, and forming relationships which takes time, but is necessary in order to build trust and credibility. As diverse candidates become increasingly highly sought after, accessing them becomes much harder as they are frequently approached by many businesses. Why would your brief stand out?
Each of our partners has 15 years+ experience of building extensive global networks of exceptional candidates. Candidates know us, trust us, take our calls and will listen to your businesses proposition because of this. Through this access, we are able to tackle diversity issues head on to ensure future clients are receiving the best candidates from the broadest pools of talent.
“The Hampton-Alexander Review team would like to congratulate Savannah Group for excelling in their work to further diversity and inclusion in the recruitment of senior leaders at Board, Executive and direct report level.”
Statistics show that gender, ethnic and cultural diverse individuals are under-represented at executive level. In order to source and acquire the best diverse talent, it frequently requires searching lies beyond the obvious markets. We have networks that expand across continents, and the research capability to explore all relevant markets.
Savannah Group quickly demonstrated a deep knowledge of the talent pool, and were able to call on their wide ranging network to inform the search process. We challenged them for a diverse short list of high calibre candidates and they delivered. It was a pleasure to work with Savannah on this search and I’m delighted that we were able to complete this critical appointment within our targeted timescale.
Patrick Bermingham, Group HRD
Very responsive, found quality people for us and quickly understood our culture to find people that are a strong fit. Even if there have been challenges they have always found a way to solve the problems and create solutions. The partnership and collaboration has been a positive for us.
Sebastien Froidefond, Chief Human Resources Officer
We knew there would not be many people in the market with the skill set we wanted so we needed a global approach. The added complexity of the search was the accelerated pace we asked them to work at, which they did successfully without compromising on quality.
Maira Kokkinou, VP Talent Acquisition
Creating a more diverse organisation is a key point on almost every board’s agenda. Whether the business is facing quotas, investor demands or public scrutiny, business leaders are increasingly interested in seeing a diverse selection of candidates when hiring for new positions.
As a result, we are regularly asked how we can tap into diverse talent pools at the early stages of a search. In some extreme cases, a client may have already singled out a specific minority to hire (which is both short-sighted and potentially discriminatory).
In this rush to bring diverse talent to an organisation, few stop to ask themselves why they are actually doing this. What is it about the sex or race of a particular candidate that makes them the best fit? What does the company hope to gain by seeking out a more diverse group of candidates in general?
Answering those important questions holds the key to unlocking the potential of a diverse organisation, and that requires redefining what diversity is.
Our partners operate at the highest level of the market, focusing on Board, C-Level Corporate Functions and appointments in key sectors. We were one of the first Executive Search signatories to the voluntary code of conduct to address gender diversity on corporate boards, more than 1/3rd of our partners are female and we are partnered with the Windsor Leadership Trust and their programme to support Black and Asian leaders.
We are delighted to support Windsor Leadership in the launch of their new programme to support Black and Asian Leaders.
The Inspiring Black and Asian Leaders Programme offers senior leaders from differing sectors the opportunity to engage in a challenging, thought-provoking and inspiring environment and shape an energising vision for how and where they lead in the future
The first report in a new quarterly series provides an analysis of board and executive appointments within the FTSE 100 and FTSE 250 in 2018. Among other observations, the analysis shows a significant increase in gender diversity amongst the non-executive director appointments however a significant shortfall in diversity amongst the executive director appointments.