The Code (see attached) was drawn up by Ibec, the 30% Club and a small steering group of professionals from Recruitment and Executive Search Firms representing some of the leading companies in the sector. It is a voluntary code which sets out eight key principles of best practice which include:
- Diversity goals: Be aware of overall senior management and board composition. In the context of the organisation’s agreed goals on diversity, determine where to prioritise gender balance in recruitment.
- Defining briefs: Recruitment and search firms will ensure that appropriate weight is given to relevant skills, underlying competencies and personal capabilities and not just proven career experience.
- Candidate support: Provide appropriate support, in particular to first-time candidates, to prepare them for interviews and guide them through the selection process
The participating firms acknowledge the value that diversity can bring and believe the Code reflects their commitment to helping clients to improve gender balance, and share best practice across the industry. It also acknowledges the important role of Recruitment and Executive Search Firms in supporting their clients as they take steps to increase the gender balance at executive level and on their boards.
Ibec and the 30% Club have committed to promoting the Code and its signatories with our members, encouraging them to engage in future with recruitment and executive search firms who are as committed to diversity as they are. By working together we hope that we can make further advances to address the challenge of gender balance in decision-making roles and select the best candidate for the role. This is not a women's issue but a strategic business issue that only a naïve employer would ignore.
Carol Andrews, speaking on behalf of the 30% Club, welcomed this collaborative initiative and highlighted the key role that Recruitment and Executive Search Firms play. “By increasing awareness of the available female talent in Ireland, by promoting good practice in sourcing female candidates and by helping employers to assess candidates objectively, recruitment and search firms can help their clients to achieve the dual aims of maximising leadership strength and enhancing diversity of thinking. This is key to unleashing and developing the full potential of business leadership.”
Ibec Chief Executive Danny McCoy said “Women represent an enormous opportunity for business not least because they represent more than half of the educated talent on the planet and are the majority of consumers and end-users in an ever-widening array of sectors. We know that diversity is key to unlocking innovation and growth in our companies while research tells us that having more women at senior levels and on boards has a significant positive effect on corporate performance. By recognising the critical role that both men and women play and developIng solutions to harness all the talent at our disposal, our organisations will harness the full talent potential available”.
Signatories to the Voluntary Code of Conduct:
Accreate Executive Search
CPL Resources Plc
Cronin Partners International Search
Dalríada Executive Search and Selection
GMB Executive Search & Selection
KPMG Executive Search and Selection
Lansdowne Executive Search
Mullins Cuddihy & Associates
O’Connor Executive Search
Public Appointments Service
Wallace Myers International
Code Steering Group members:
Deirdre O'Shaughnessy, Amrop
Mairead Griffin, CPL
Conor O'Leary, Greencore and 30% Club
Mike McDonogh, Hays
Kara McGann, Ibec
John McCullough, KPMG
Maura Quinn, Institute of Directors Ireland
Ellen Roche, PwC
Michelle Noone, Public Appointments Service
Wednesday, 8 June 2016