At Cadence Partners, EDI is not an initiative or an afterthought. It’s embedded in every search, every conversation and every appointment we support. From the way we design processes to the way we show up as a team, inclusion shapes how we think, how we work and how we lead.
We are committed to equity, diversity and inclusion in everything we do – in how we work with our clients, how we support our candidates and how we run our own organisation. Our goal is to make inclusion an active practice, not an aspiration. Through every partnership, we work to create fairer systems and lasting impact.
We design inclusive recruitment and advisory processes that broaden candidate pools, reduce bias and centre lived experience. Our work helps organisations strengthen their cultures, embed equitable practices and appoint leaders who reflect the communities they serve.
We create transparent, respectful and accessible experiences where everyone can thrive. From first contact to final feedback, we focus on fairness, clarity and care, ensuring every candidate feels valued and supported throughout the process.
We continually review our own culture and practices to reflect the change we want to see. We invest in learning, challenge ourselves to do better and celebrate the diversity of perspectives that makes our work stronger.
We do not just talk about diversity – we live it.
Our team brings together people with a wide range of backgrounds, identities and lived experiences. This shapes how we think, how we collaborate and how we deliver our work. It gives us deeper insight into the barriers people face and the conditions that allow individuals and organisations to thrive.
This combination enables us to challenge assumptions, design inclusive processes and support genuine, lasting change. We understand that inclusion is not a single outcome but a continuous practice that starts within our own organisation and extends through every partnership we build.
Our commitment runs through everything we do, from briefing and outreach to helping boards make confident, values-led decisions. The difference can be seen not only in who is appointed but in how those leaders influence their organisations and communities.
Inclusion runs through every part of our work, from the processes we design to the culture we build within our own team.
Every Cadence project is shaped by our belief that fair, transparent and accessible systems lead to better outcomes. We:
Diagnose barriers and enablers: understanding each client’s starting point and context.
Co-create inclusive roles: designing profiles and campaigns that broaden access and appeal.
Apply structured, fair assessment: using consistent, evidence-based methods that reduce bias.
Prioritise transparency: communicating clearly and treating every candidate with respect.
Reflect and review: measuring what works and learning from what doesn’t.
We also share our learning widely — contributing to research, publishing guides such as No More Tickboxes, and collaborating on initiatives like the NHS Board Recruitment Compact.
Our credibility comes from practice and partnership.
We are proud to work alongside organisations that share our values, strengthen our learning and challenge us to go further. These partnerships help us build fairer recruitment systems, improve accessibility and drive accountability across everything we do.
A Corporate Member of the Recruitment and Employment Confederation (REC)
Signatories to the Race at Work Charter
Signatories to the Mental Health at Work
Supporters of Women on Boards UK
These relationships help us to stay accountable, keep learning, and lead with integrity. Together, they strengthen our impact and ensure that the standards we uphold within Cadence are reflected in the outcomes we deliver for clients and candidates alike.
