At Walter James, we do more than pay lip service to the value of diversity. As an executive search firm, we promote diversity and inclusion through the candidates we place.
We believe that talent acquisition professionals hold a lot of power in terms of contributing to the future of what companies look like. If a recruiter provides clients with diverse shortlists, then companies naturally become aware of broader talent pools. This opens the door for minority groups that have previously been underrepresented, whether due to gender, race, sexuality, disability or socioeconomic background. As recruiters, we have a responsibility to be at the forefront of inclusivity in business.
We also offer other solutions that help our clients attract more diverse talent, such as a better understanding of the career ambitions and drivers of these target pools.
Balanced, inclusive work cultures bring together different ways of thinking, encouraging innovation and productivity. As an international company, we have a heightened appreciation for the importance of global perspectives, and the understanding of cultural nuances.
of VP to C-Suite placements by Walter James in 2018 were female
Candidates placed who are diverse
Walter James resourcers who specifically identify female and diverse talent
Walter James' success rate
We provide clients with more diverse shortlists (in line with the D&I KPIs and requirements for the respective position). We benchmark our shortlists against the wider talent market and provide you with the respective insights and data points.
We make clients more aware of unconscious bias and how to reduce it.
We arrange regular industry events to create awareness and share ideas regarding female and other diverse talent in the life sciences space.
We provide data on the benefits of female talent and their positive business characteristics.
We inform hiring decisions by providing realistic market information of diverse talent pools for target functions and skills areas.
We collate insights on specific career drivers of diversity groups to allow clients to create a compelling attraction and retention proposition.
We ensure a consistent regeneration of our pipeline of passive diverse talent.
22 February 2021
D&I in Conversation - Victor Barnes
In Episode 4 of D&I in Conversation, Senior Consultant Jess Carling speaks with Victor Barnes, Senior Vice President, Connected Planning at Anaplan. Victor retired from The Coca-Cola Company in November 2020 after 26 years where his most recent role was Global CFO, The McDonald’s Division.
16 February 2021
D&I in Conversation - Sue Garfitt
This week in the Walter James D&I series, Annabel Weeden speaks to Sue Garfitt, CEO and General Manager Alpro. Sue started at Alpro in 2014; first as Commercial Director UK & Ireland, than as VP Customer Development, and now as CEO. Additionally, she is President of the European Plant-Based Foods Association.
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