While the health and social care sector have highly diverse workforces, that is not always evident in the boardroom. The sector needs to track and demonstrate impact and to achieve genuine diversity and inclusion. We support our clients with their executive pipeline and diversity goals.

When taking a brief we look at overall board composition in context of a business’s goals on diversity in all its forms, ensuring we strengthen the pipeline of diverse candidates. We have frameworks within our business to monitor and embed equitable and inclusive activity across all our assignments. We advise clients through every step of the recruitment process on how to remove barriers and facilitate candidates from all backgrounds.

Healthcare is at a turning point on ESG, due to the huge challenges faced by the sector in recent years. Delaying an ESG strategy to date has been possible because of the sector’s positive social impact, but this will not be a viable option for operators for much longer.

The value of the sector to society is undeniable but needs to be measured and articulated. Acting now is key, commissioners, investors, stakeholders and lenders will increasingly demand evidence of ESG credentials to continue supporting healthcare businesses.

Perhaps most pressingly in the current employment context, credible ESG action supports recruitment, retention and the ability to attract and develop careers of the best talent. Where the executive level doesn’t match the diversity of the workforce and the community served by the business, is an issue that funders of sustainability-linked financing are increasingly focussing.

Our statistics show that our processes deliver diversity on placement, and not just at longlist. By creating accountability frameworks throughout, we monitor and
embed proportionality at all stages.