Leathwaite’s core purpose to ‘create meaningful change through exceptional people’ is firmly aligned with our goal to encourage, unearth, and promote greater diversity and equality of leadership talent on a global basis.
It’s not simply enough that our company sources, advises and connects our clients with a diverse network of global leadership talent, we must also continue to drive the diversity within our own company in order to help us see the world in a more wholistic and inclusive basis. First and foremost, Leathwaite’s diversity and inclusion strategy is now a core agenda topic at both board and ExCo, with clear partner ownership. However, we are also aware that collective ownership is essential if we are to truly become a more inclusive and aware company, which is why we have an internal inclusion council, which contains diverse representation spanning our offices, functions and roles.
Furthermore, we have relationships with key diversity and inclusion training partners to ensure we are constantly developing, and we have also appointed specific members of our consultant team to focus on diversifying our global network.
Below, and throughout this website, you will be able to learn more about the impact each of these initiatives is having in helping Leathwaite to become a leading driver of diversity, inclusivity and equality.
Providing Clients with Diverse Candidate choices
Leathwaite is recognised as being a global leader within executive search for corporate functions, and in every assignment we use this knowledge and experience to source and appraise a diverse shortlist of candidates, whilst ensuring that this focus doesn’t compromise on the quality and integrity of our recommendations.
We recognise the benefits and importance of a diverse workforce, bringing a variety of perspectives and experiences into the workplace, promotes a positive culture and reflects the environment in which we live.
Data Tracking
All consultants report both internally and externally on talent processes and engagements to ensure they are fair, equitable and representative of diverse candidate slates.
Leathwaite Clarity Assessment Model (LCAM)
The Leathwaite Clarity Assessment Model (LCAM) is our proprietary assessment framework, which we use to evaluate and compare candidates’ cultural fit and experience level. It also helps our teams and our clients remove bias from their candidate assessment process.
Metrics & Transparency
We take great pride in gaining feedback from our candidates and clients to ensure we are delivering a service, that is not only to the highest possible standard, but is also helping to advance the diversity and inclusion strategies of our clients. We actively gain NPS feedback from both candidates and clients.
Unconscious Bias Training
We have mandated a certified, external training program for all employees to ensure that we recognize, manage and mitigate our unconscious biases, helping us to provide a more inclusive executive recruitment solution for both our candidates and our clients.
Championing Diverse & Inclusive Partnerships
Click on the links below to read how different members of Leathwaite are championing a variety of partnerships to promote diversity & inclusion:
Katie Hevey – Recruitment Industry Disability Initiative (RIDI)
Recruitment Industry Disability Initiative (Ridi)
Emily Woodward – The Women’s Foundation
Emily Woodward becomes 2020/21 mentor
Amy Mitchell – Girls Who Code
Girls Who Code, Tech She Can, Women in Finance
Helen Vowls – Women in Payments
Championing women in the payments industry
Meet Leathwaite's Inclusion Council
Leathwaite is very proud to have an established Inclusion Council that drives our diversity and inclusion strategies, both internally and externally. The Council is made up from representation across our global locations, functions and roles, whilst also having partner and board ownership and representation:
