Research Consultant Lauren Crichton discusses how Executive Search firms can drive diversity through research to support your organisation.
Using Executive Search Firms to Support Diversity Objectives
Within executive search, there has been a growing emphasis on diversity as a central consideration in recruitment campaigns. Recruitment organisations have several motivations to consider regarding the diversity of the talent pool they are recruiting from. Recent literature suggests that organisations are becoming increasingly aware that they have a broader social justice obligation to proactively correct discriminatory hiring processes rather than simply preserving the status quo (EPI, 2021). Given that diverse teams also outperform their less diverse counterparts, organisations have multiple incentives to integrate diversity considerations into hiring practices (McKinsey & Company, 2023).
Despite this, organisations frequently report they are unlikely to meet their diversity targets, despite aiming for more equitable hiring practices (Reuters, 2025). A potential solution to bridge this gap is to retain an executive search firm for leadership appointments. Extensive market research within the hiring process allows for both a diverse shortlist of candidates and the most credible appointment.
In the first instance, diversity looks different in every sector. Barriers to entry for leadership roles vary across sectors and it is important to understand the existing market landscape within the sector to build a diverse shortlist of candidates. Previous recruitment campaigns conducted by Livingston James have highlighted how important sector-specific knowledge is to diverse hiring. Within the financial services sector, the socio-economic “class ceiling” is the biggest barrier to securing a leadership position (Financial Times, 2021; The Bridge Group, 2022; Law360, 2024). However, this is not always a commonly reported or recorded diversity metric within the sector.
Underrepresentation in the Workforce
Within the technology industry, women and individuals from minority ethnic backgrounds are systemically underrepresented in leadership (Harvard Business Review, 2024; WomenTech Network, 2025). Likewise, in supply chain, manufacturing and family business models, women remain underrepresented, with leadership positions often being inherited (ScienceDirect, 2015; Leadership Quarterly, 2024). Extensive market research ahead of the recruitment campaign ensures a deep understanding of what diversity looks like within the sector and what a diverse shortlist should look like for each campaign.
It is also widely understood that those underrepresented within a sector are less likely to apply to leadership positions for several reasons. Women are less likely to apply for leadership roles as they are more likely to underestimate their professional experience against a list of specific role requirements and are less likely to re-apply to a leadership role after being rejected once (Harvard Business Review, 2014; Bohnet, 2023; Harvard Business School, 2023). Applicants from ethnic minority backgrounds are less likely to apply for leadership roles as they believe their application is more likely to be rejected, reinforcing underrepresentation in talent pools (Bertrand & Mullainathan, 2004; Pager & Shepherd, 2008). They are also more likely to perceive leadership roles as inaccessible or unattainable (Wingfield, 2019; Roberts et al., 2019).
The Livingston James Approach to Building Diverse Talent Pools
A significant part of the research role within an executive search campaign is to approach and encourage applications from the most suitable candidates. A proactive approach and accompanying support to the most credible individuals results in a more diverse shortlist of candidates, with candidates being reassured that their application is desired.
Hiring an executive search firm to conduct recruitment campaign enables a current and accurate map of all suitable candidates within the market at the time of hiring. This ensures that all credible candidates are identified and approached within the campaign and therefore the most diverse shortlist possible will be achieved.
We understand that successfully securing a diverse shortlist of candidates is of the utmost importance both for team performance and to proactively combat well-established biases and barriers to leadership roles. Therefore, within every leadership campaign Livingston James runs, the research team maps out and actively encourages applications from the widest pool of candidates. We keep diversity front of mind during our recruitment processes to help combat underrepresentation and ensure we create a diverse talent pool of candidates.
At Livingston James, our purpose will always be to advise and support people and organisations to realise their potential so that together we can impact lives and communities for the better. Providing the most diverse shortlist possible is just one of the ways we can achieve this for our clients.
For more information on our Executive Search process or with support on an upcoming appointment, please email the Livingston James Team on [email protected] or contact our consultants directly on https://livingstonjames.com/contact/
Driving Diversity through Research in Executive Search Campaigns
Research Consultant Lauren Crichton discusses how Executive Search firms can drive diversity through research to support your organisation.
Using Executive Search Firms to Support Diversity Objectives
Within executive search, there has been a growing emphasis on diversity as a central consideration in recruitment campaigns. Recruitment organisations have several motivations to consider regarding the diversity of the talent pool they are recruiting from. Recent literature suggests that organisations are becoming increasingly aware that they have a broader social justice obligation to proactively correct discriminatory hiring processes rather than simply preserving the status quo (EPI, 2021). Given that diverse teams also outperform their less diverse counterparts, organisations have multiple incentives to integrate diversity considerations into hiring practices (McKinsey & Company, 2023).
Despite this, organisations frequently report they are unlikely to meet their diversity targets, despite aiming for more equitable hiring practices (Reuters, 2025). A potential solution to bridge this gap is to retain an executive search firm for leadership appointments. Extensive market research within the hiring process allows for both a diverse shortlist of candidates and the most credible appointment.
In the first instance, diversity looks different in every sector. Barriers to entry for leadership roles vary across sectors and it is important to understand the existing market landscape within the sector to build a diverse shortlist of candidates. Previous recruitment campaigns conducted by Livingston James have highlighted how important sector-specific knowledge is to diverse hiring. Within the financial services sector, the socio-economic “class ceiling” is the biggest barrier to securing a leadership position (Financial Times, 2021; The Bridge Group, 2022; Law360, 2024). However, this is not always a commonly reported or recorded diversity metric within the sector.
Underrepresentation in the Workforce
Within the technology industry, women and individuals from minority ethnic backgrounds are systemically underrepresented in leadership (Harvard Business Review, 2024; WomenTech Network, 2025). Likewise, in supply chain, manufacturing and family business models, women remain underrepresented, with leadership positions often being inherited (ScienceDirect, 2015; Leadership Quarterly, 2024). Extensive market research ahead of the recruitment campaign ensures a deep understanding of what diversity looks like within the sector and what a diverse shortlist should look like for each campaign.
It is also widely understood that those underrepresented within a sector are less likely to apply to leadership positions for several reasons. Women are less likely to apply for leadership roles as they are more likely to underestimate their professional experience against a list of specific role requirements and are less likely to re-apply to a leadership role after being rejected once (Harvard Business Review, 2014; Bohnet, 2023; Harvard Business School, 2023). Applicants from ethnic minority backgrounds are less likely to apply for leadership roles as they believe their application is more likely to be rejected, reinforcing underrepresentation in talent pools (Bertrand & Mullainathan, 2004; Pager & Shepherd, 2008). They are also more likely to perceive leadership roles as inaccessible or unattainable (Wingfield, 2019; Roberts et al., 2019).
The Livingston James Approach to Building Diverse Talent Pools
A significant part of the research role within an executive search campaign is to approach and encourage applications from the most suitable candidates. A proactive approach and accompanying support to the most credible individuals results in a more diverse shortlist of candidates, with candidates being reassured that their application is desired.
Hiring an executive search firm to conduct recruitment campaign enables a current and accurate map of all suitable candidates within the market at the time of hiring. This ensures that all credible candidates are identified and approached within the campaign and therefore the most diverse shortlist possible will be achieved.
We understand that successfully securing a diverse shortlist of candidates is of the utmost importance both for team performance and to proactively combat well-established biases and barriers to leadership roles. Therefore, within every leadership campaign Livingston James runs, the research team maps out and actively encourages applications from the widest pool of candidates. We keep diversity front of mind during our recruitment processes to help combat underrepresentation and ensure we create a diverse talent pool of candidates.
At Livingston James, our purpose will always be to advise and support people and organisations to realise their potential so that together we can impact lives and communities for the better. Providing the most diverse shortlist possible is just one of the ways we can achieve this for our clients.
For more information on our Executive Search process or with support on an upcoming appointment, please email the Livingston James Team on [email protected] or contact our consultants directly on https://livingstonjames.com/contact/
Can we help?
If you are looking for leadership advisory or recruitment support, please get in touch with our team of experts.
More Articles...
The New Executive Mandate: Making High-Performance Sustainable
In our latest Knowledge Academy block, our discussions centred on “The Art of Impossible”, a book by Steven Kotler; using its ideas on motivation, focus, and sustained peak performance as a catalyst for deeper reflection on what it truly takes to thrive in fast-moving, high pressure environments such as ours.
The HR-CEO Paradox: Right Skills, Wrong Pathways
Despite possessing skills increasingly valued in modern leadership, such as emotional intelligence, change leadership, and organisational capability, HR leaders rarely progress to CEO roles. Livingston James Director, Ali Shaw recently shared insights from our latest research report in association with EY: The Future CEO Report, and how these findings can support succession planning for HR leaders.
Livingston James is Delighted to Partner with East Park to Appoint Chief Executive
East Park is a well‑established Scottish charity delivering specialist education and care services for children and young people with complex support needs. The organisation has a long history of providing safe, nurturing environments that enable young people to develop, grow, and prepare for adulthood.
The Chief Executive will lead the organisation overall, setting clear strategic direction and overseeing day‑to‑day delivery, while working closely with the Board to secure East Park’s long‑term sustainability and positive impact.