Solutions
Cultural Intelligence
Compass Carter Osborne views cultural intelligence as a critical component of the search process, as it enables the cultural considerations of the investor backed businesses being supported to be factored into all mandated assignments.
Delivering an equitable search
Across the course of our history, the team has built a reputation for inclusive, fair, and transparent processes which enable clients to increase their knowledge and ultimately strengthen the ability to build a diverse and inclusive workplace.
We insist our process is open, without bias and we use our expertise to connect our clients with a diverse pool of candidates in all of our projects. The legacy of many years’ experience and positive results means that when you engage with us you can be assured the authenticity, we have built in this space will translate into tangible results at completion.
Over the years we have been measuring our efficacy we have achieved diverse placements in 44.39% of our completed projects, with the most recent financial year completed observing 46% of all C-suite hires delivered being women into leadership roles.
01
DE&I
While the healthcare and life sciences sectors have highly diverse workforces, that is not always evident in the boardroom.
Compass Carter Osborne supports clients with their executive pipeline and diversity goals. When taking a brief, we look at the overall board composition in the 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.
02
ESG
The value of the healthcare and life sciences sectors to society is undeniable, with the sector’s positive social impact often masking the ESG challenges facing the sectors in recent years. Acting now is key, commissioners, investors, stakeholders, and lenders are increasingly demanding 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.
03
Embedding Cultural Change
Compass Carter Osborne’s internal 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 – download the framework below.
