Different mindsets, perspectives and approaches achieve results, and are essential to attract and retain top talent. Our own diverse and inclusive workforce brings us exponential creativity, problem-solving skills and sustainability. PageGroup’s internal DE&I policy builds communities within a globally inclusive culture. Our Employee Resource Groups invite every team member to join others with similar interests and backgrounds, to speak up, and to positively influence our processes and practices.

Having members of the team, like myself (a wheelchair user and Neurodiverse), who come from diverse backgrounds, means we truly understand the challenges when working towards an inclusive and diverse culture. This lived experience also allows us to network within groups and talent pools that are often ignored by traditional recruitment processes.

Ollie Thorn
Senior Manager, DE&I Client Solutions

Our Senior Female Leadership Network, [email protected], [email protected], [email protected], [email protected], [email protected] and more let us network and discuss ways to impact the organisation and help allies learn and educate themselves. It is this crucial act of being an Ally that really makes an inclusive culture. Understanding each other creates empathy.

Diversity has many layers and we build inclusivity into our leadership through ongoing training, monitoring and benchmarking. Our DE&I Committees meet regularly to discuss and monitor our diversity and inclusivity efforts, and to share best practices and areas for improvement.

We are committed to creating equal opportunities when recruiting for our clients. We support them in complying with DE&I standards across their recruitment and business practices. Broadening a talent pool can only be positive: it multiplies an organsation’s opportunities to reach and harness the greatest potential. Our clients are invited to join our Diversity, Equity and Inclusion events, and we share tools to evolve their approach and drive performance in the most rewarding ways.

The DE&I Ambassadors network is our internal think-tank focused on helping our clients meet their ambitions through employing a more diverse workforce. Our executive search consultants advise them on best practices in relation to D&I strategies and offer them market mappings focused on attracting high potential candidates from diverse groups. We encourage them to think outside of the box and beyond their own industries and groups typically pursued for a given role, to inspire and include the professionals that will push their business forward and through the glass ceiling.

Agnieszka Kulikowska
Senior Partner and Global DE&I Ambassadors Lead

We live in unprecedented times. Socio-political events around the world are steering organisations from rhetoric to action in diversity and inclusion. PageGroup believes that every company has a role to play. We understand Diversity, Equity & Inclusion as a strong growth driver for organisations and for our society. Our DE&I mission is to positively impact society by building a more equal world, one hire at a time.

Finding diverse candidates can seem challenging but the beauty of working for a global firm is our access to multiple geographies, industries and hence access to both future and current board level talent. Diversity of thought, as part of a business culture, is proven to embrace change and hence keep businesses ahead of the market and competitors. It is all about “culture add” no longer “culture fit”. Leaders that are change agents remain leaders.

Catherine Osaigbovo
Partner UK and DE&I Practice Lead

PageGroup’s commitment to diversity and inclusion has been recognised through numerous awards. We work in close partnership with DE&I associations and champions around the globe to continually evolve as an organisation, and as Diversity, Equity & Inclusion pioneers.

Ingraining diversity, equity and inclusion (DE&I) into our own core values is one of the key differentiators that sets Page Executive apart, and our DE&I success stories are our proof of concept: real-world transformations in real-world businesses.

From large multinationals to SMEs who want to make an impact from the very beginning, Page Executive guides their clients on how to hire candidates that encapsulate the benefits of DE&I. These success stories reveal how we have helped clients foster a culture of innovation, opportunity and fairness. 

Get in touch with our team to discover some of our great success stories around DE&I!

As the field of DE&I evolves, we want our clients to be the first to know. That’s why we run a variety of events where we share the latest advancements and best practices to encourage meaningful discussion around the topic. Based both on our research and experience, this is the best way to stay ahead of the curve when it comes to making the world and our workplaces more inclusive. 

Discover our latest Insights here. 

Follow us on LinkedIn to keep up to date with our latest events. 

Despite the far-reaching advantages, gender representation leadership is still worryingly low, with only twelve per cent of board members and four per cent of chairs held by women. As executive recruiters, we are committed to redressing the balance, closing the gender pay gap, and creating a more equitable environment in organisations and beyond.

We want companies we work with to be on the same page. Our mission is to advise them on what to look out for during the recruitment process, but also to offer guidance on how to create a company culture that embraces equity at all levels. 

Discover more: 

Women in Leadership - Owning your seat at the table 
Video interview series from Page Executive UK 

Leading Women - Women in Leadership Series
Video Interview series from Page Executive APAC

Diversity, equity and inclusion is incomplete without LGBTQ+ representation in the conversation. Page Executive has unwavering support for the community and we want to be the catalyst for giving outstanding individuals the opportunity they need to thrive. 

We are committed to the fair and equal treatment of the LGBTQ+ leaders both through our executive search assignments and at an in-house level. As executive recruiters, we aim to normalise conversations around LGBTQ+ hiring and create an environment where leaders understand the importance of inclusion. Against this foundation of fairness, both employers and the community as a whole can flourish. 
 

Race and ethnicity unfortunately remains a roadblock that holds back not only candidates, but organisations whose conscious or unconscious biases limit the variety of profiles they see. As a global recruitment service, Page Executive goes beyond relying on traditional networks and profiles, and instead offers a fully representative shortlist for every assignment.

Furthermore, as part of our systematic executive search process, we always provide profiles from diverse backgrounds at the shortlist level, to give candidates a fair opportunity and clients the best pool of talent to choose from. 

• We work with our clients providing diversity of candidates that creates breadth of talent pipeline
• This helps clients hit any quotas/targets especially if they are FTSE/have shareholders
• Offering diverse candidates elevates us from our competitors who still stick to their tried & tested network.
• We use diverse job boards to attract diverse candidates
• We are a truly global brand so we have access to a tremendous pool of international talent
• All consultants are DE&I trained via the Clear Company
• We offer the ability to provide anonymised CVs at shortlist to remove any conscious or unconscious bias 

Our mission at Page is to amplify — rather than avoid — the conversation around hiring people with disabilities, as we work tirelessly to reverse the legacy of preconceptions and lack of role models in this area.

We understand that many companies are afraid of doing the wrong thing when it comes to hiring people with disabilities. We offer a solid support structure, developed through our lived experience and extensive training, so that organisations can genuinely understand – and break down – barriers in and beyond the interview room. All of our consultants are trained in beating bias, in helping our clients become truly inclusive recruiters, while navigating their way through relevant laws and regulations.

DE&I is in our DNA at PageGroup. We’re not only opening opportunities for our clients but we’re also ensuring we have multiple opportunities to join our team at Page. We know it is difficult for people from diverse backgrounds to get the first step on their career ladder so we have a number of interns at Page. We offer six-months’ internships to enable candidates to build experience and develop their skills at a FTSE 250 organisation while enabling us to continuously improve our own approach to inclusive hiring.