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Companies to partner executive search firms which have elevated their D&I expertise, and explicitly request increased candidate diversity.

 

Trying to understand the different drivers leading to the under representation of women in the senior ranks of the life sciences sector, it is important to think about the stages of the human capital cycle that are inhibiting women’s career progression. The recruiting stage is the most obvious to look at, especially the relationship between the recruitment procedures applied by the companies and the outcomes and experiences reported by the people being recruited.

The evidence suggests that the companies’ efforts and individual’s reports misalign in the approaches that eventually led to recruitment. Most striking results show that despite the majority of companies using an executive search firm for hiring C-suite executives (42%), only 7% of women report this as a major channel of securing their job. In fact, the proportion of women recruited to roles by headhunters is the lowest at C-suite across all the levels.

One explanation is that women are not being approached by headhunters or simply not selected by them. Therefore, there is a need for companies to partner executive search firms which have elevated their D&I expertise, and explicitly request increased candidate diversity. Working with such headhunters can bring more extensive and systematic searching and have significant influence in redressing the gender imbalance.

Diversity and inclusion are at the centre of the value system by which Liftstream operates. Through well-defined briefs, diverse and balanced shortlists; selection processes which are debiased, and the transfer of best-practice to clients; we deliver candidates qualified to do the job, irrespective of their gender, race, ethnicity, age, disability, sexual orientation, socio-economic, cultural or experience background.

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