We believe in the power of diversity.
Our company purpose is to create a more equitable, just and representative society, where everyone has opportunity, whatever their background. Therefore equity, diversity and inclusion are at the heart of what we do; it is our strategic imperative, that drives our day-to-day decisions, and is why we exist. Diversity should never be seen as a buzz word or tick box exercise; we truly believe that diversity, in all its forms, drives creativity, enriches organisations, and spurs innovation.
We work hard to understand the enablers and inhibitors of Equity, Diversity & Inclusion.
All employees and associates of Cadence Partners have a firm understanding of the legal framework pertaining to equity, diversity, and inclusion, and are expected to be fluent in concepts such as power, privilege, and unconscious bias in recruitment and all other key business processes. This knowledge is used to bring a fresh perspective and coach our clients, to explore the ways they might create access for diverse or hidden talent or consider the different ways that the role could be carried out flexibly. In this way we help our clients move beyond good intentions to the practical considerations that help broaden the talent pool, working tirelessly to ensure all our campaigns are fully inclusive.
We are proud of our diversity track record.
We inspire, challenge and support organisations to break the mould of bias-riddled recruitment, to build a healthy workplace that is diverse, inclusive, and genuinely committed to driving positive social change. Our placed candidate statistics speak for themselves, with our Executive and Non-Executive appointments since 2020 identifying as:
We are actively involved in making positive change happen.
Our Partners, Consultants and Researchers are all diversity champions, active advisors and regular contributors to research, guides and white papers within the sectors that we partner. We also partner with EDI groups, mentor and coach diverse talent and sponsor annual bursaries for first-time Trustees and NEDs. Some of our recent contributions include; ‘No more tickboxes’, a guide to support hiring managers in the NHS to recruit senior leaders more inclusively; the NHS Board Recruitment Compact, supporting to raise the overall standard of executive search recruitment, and promoting greater innovation, inclusivity and consistency; and Getting on Board’s guide on “how to diversity your charity’s board”.
We practise what we preach.
Finding people who share our purpose, and are able and willing to think differently for our clients, forms a key part of our own recruitment strategy. We are a group of individuals from diverse backgrounds, so we know first-hand the creativity, rich contribution, and value that different perspectives and experience adds to an organisation. With our individual experiences of working in cross-cultural environments, we make sure that EDI is not just a ‘tick box’ exercise.
