Diversity, Equity & Inclusion 

Different mindsets, perspectives and approaches drive better results. They're also essential for attracting and keeping top talent. Our own diverse workforce brings greater creativity, sharper problem-solving and long-term sustainability.Page Executive and Michael Page build community through a globally inclusive culture. Our Employee Resource Groups give every team member a voice, connecting people with shared interests and backgrounds, and giving them real influence over how we work.

Inclusion isn't a one-off effort. We build it into leadership through ongoing training, monitoring and benchmarking. Our DE&I Committees meet regularly to share progress, discuss best practices and identify where we can do better.

We're committed to creating equal opportunities in every search we run, helping clients meet DE&I standards across their recruitment and wider business practices. A broader talent pool means more opportunity. It opens access to the strongest candidates, not just the most obvious ones. We invite clients to our DE&I events and share practical tools to help them evolve their approach and improve performance.

Our DE&I Ambassadors network acts as an internal think-tank, helping clients build more diverse workforces. Our consultants advise on strategy, offer market mapping focused on high-potential candidates from diverse backgrounds, and challenge clients to look beyond their usual industries and candidate pools. The professionals who will push a business forward aren't always where you'd expect to find them.

Organisations around the world are moving from talking about diversity to doing something about it. We think every company has a role to play. DE&I is a real growth driver, for businesses and for society. Our goal is simple: help build a more equal world, one hire at a time.

Working with a global firm means access to talent across multiple geographies and industries, including future and current board-level leaders. Diversity of thought is proven to help businesses embrace change and stay ahead. The conversation has shifted from "culture fit" to "culture add." Leaders who drive change are the ones who last.

DE&I isn't just a value we hold; it shapes how we work with every client. Our success stories show what that looks like in practice, real change in real organisations.
We work with everyone from large multinationals to growing SMEs, helping them hire leaders who bring the benefits of diverse, inclusive thinking. These stories show how we've helped clients build cultures of innovation, opportunity and fairness.

Get in touch to hear some of our DE&I success stories.

DE&I is a fast-moving field, and we want our clients to stay ahead of it. We run events that share the latest thinking, research and best practices, creating space for honest, meaningful conversation. It's one of the most effective ways to keep making workplaces more inclusive.

Discover our latest Insights here. 

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

Gender representation in leadership is still far too low. Women hold only 12% of board seats and 4% of chair positions. We're committed to helping change that, closing the gender pay gap and building more equitable organisations.

We work closely with the companies we partner with, advising on what to look for during the recruitment process and how to build a company culture that embraces equity at every level.

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

Genuine inclusion means LGBTQIA+ representation in leadership, not just in conversation. We're firmly committed to the community and to making sure outstanding individuals have a fair opportunity to progress and thrive.

That means equal treatment in every search we run and at every level of our own organisation. We work to normalise conversations around LGBTQIA+ hiring and help leaders understand why inclusion matters, for their people, and for their business.

Conscious or unconscious bias around race and ethnicity holds back talented candidates and limits the organisations that overlook them. We go beyond traditional networks to deliver shortlists that genuinely reflect the breadth of available talent.

Every shortlist includes candidates from diverse backgrounds, giving clients a stronger talent pool and every candidate a fair opportunity. Here's how we make that happen in practice:

•    We use diverse job boards to reach a wider range of candidates
•    Our global reach gives us access to an international talent pool that few firms can match
•    All consultants are DE&I trained through the Clear Company
•    We offer anonymised CVs at shortlist stage to remove conscious and unconscious bias
•    Diverse shortlists help clients meet targets, whether FTSE-listed, shareholder-accountable or simply committed to doing better 

We believe in having honest, open conversations about hiring people with disabilities, not avoiding them. There's a long legacy of preconceptions in this area, and we're working to change that.

Many organisations want to do the right thing but aren't sure where to start. We offer practical support, built on lived experience and extensive training, to help clients understand and remove barriers, in the interview room and be

ond. All our consultants are trained in recognising bias and helping clients become genuinely inclusive hirers, while navigating relevant laws and regulations.
Inclusion also shapes how we build our own team. We know how hard it can be for people from diverse backgrounds to take that first career step, so we offer six-month internships that give candidates real experience at a FTSE 250 organisation, while helping us keep improving our own approach to hiring.